What We’re Hearing From Talent
As recruiters, we spend a lot of time talking with people about work. Those conversations go beyond what someone does day to day. We hear about what they enjoy, where they want to grow, what they’re ready for next, and what might make a new opportunity worth exploring.
Everyone has different priorities, but after enough conversations, certain themes start to come up again and again. Lately, we’ve been hearing a lot about growth, flexibility, compensation, leadership, and how connected someone feels to the brand itself.
Growth Looks Different for Everyone
Career growth doesn’t always mean moving into a bigger title. Some candidates are ready to manage a team for the first time, while others want more ownership, exposure to a new category, or the chance to join a growing brand where they can make an impact.
We’re also hearing candidates ask more about where a role could take them. They want to understand what they’ll learn, how their responsibilities might grow, and what opportunities could open up over time. Sharing more of that story during the hiring process can give someone a much better sense of what a future with the company could look like.
The Brand Still Matters
We can usually tell when a candidate has a genuine connection to a brand. They may have followed it for years, love the product, connect with the aesthetic, or simply feel excited about what the company is building.
We talk a lot about brand DNA at EB, and that connection is a big part of it. A brand’s culture, values, aesthetic, product, and point of view all shape its identity, and candidates are paying attention to those details when thinking about where they want to work next.
Experience and skills will always matter, but they’re only part of the decision. Sharing what makes the brand different gives candidates a chance to understand the bigger picture and decide whether it feels like a place where they can see themselves.
Flexibility and Compensation Are Part of the Bigger Picture
Flexibility continues to come up, although what that means varies quite a bit. Some candidates prefer a hybrid schedule, some are looking for remote opportunities, and others enjoy being in the office with their team. There isn’t one working model that appeals to everyone, so being clear about expectations early can help make sure everyone is on the same page.
Compensation conversations are happening earlier, too, and they often include more than salary. Benefits, bonus potential, PTO, flexibility, and room for growth can all factor into how someone looks at an opportunity.
The more clarity there is around those details from the beginning, the easier it is for both sides to focus on whether the role itself is the right fit.
Leadership Plays a Big Part
Candidates want to know about the people they’ll actually be working with. We hear questions about who they’ll report to, how teams work together, what leadership looks like, and who they’ll have the opportunity to learn from.
Those details can be difficult to capture in a job description, but they often come through naturally during the interview process. Getting to know the people behind the role gives candidates a much more realistic sense of what joining the team could look like.
The Interview Experience Leaves an Impression
An interview is often one of a candidate’s first real experiences with a company. The communication leading up to it, the people they meet, the questions they’re asked, and the follow-up afterward all contribute to how they walk away feeling about the brand.
A thoughtful candidate experience doesn’t need to be complicated. Clear communication and transparency throughout the recruiting process can go a long way, even when someone isn’t ultimately hired. In industries where networks overlap and people stay connected; a positive experience can leave an impression well beyond one open role.
What We Can Learn From These Conversations
There will never be one checklist of what every candidate wants. People are at different stages of their careers, and the things that matter most will naturally change from person to person.
That’s why staying close to talent is such an important part of what we do. These conversations help us understand what people are looking for and give us insight we can bring back to the brands we partner with. Sometimes that means talking through compensation or candidate expectations. Other times, it’s looking at the interview process, employer branding, or how an opportunity is being positioned.
Ultimately, recruiting is about people. Listening to what matters to them is a pretty good place to start.
