What’s Moving the Market: Inside the 2025 Salary Survey on Insights and Trends

The hiring landscape is full of contradictions right now—active yet cautious, optimistic yet complex. At a recent panel hosted by Financial Narrative, industry experts, Susan Goodwin Thomas, Alexa Nightingale, Alyssa Gilmore, and our very own Jamie McLaughlin unpacked what’s shaping hiring and retention across marketing, communications, and beyond. Here’s what we’re seeing…

The Job Market is Active, but Unpredictable

Across the board, our panelists agreed: there’s more movement this year than last, but that doesn’t mean it’s easier to navigate. C-suite roles are fewer and far between, with companies more often hiring at secondary or tertiary levels. Demand is strongest in technology and financial services, where teams are slowly rebuilding. However, wage stagnation is real. While teams are growing again, salary growth hasn’t kept pace, with many candidates aiming high and roles being pulled or repurposed before offers are made. As Jamie said, "Unpredictability is the trend."

Culture is valued over Compensation

With salaries plateauing, companies are getting creative about attracting and retaining talent. Bonuses, long-term investment plans, and flexible work structures are becoming standard offerings. Candidates are increasingly focused on quality of life, from commute expectations to work-from-home setups that support parenting. Corporate culture has moved front and center—not just in terms of perks, but in how businesses are led. Now more than ever, teams are valuing empathy, transparency, and internal communications.

DEI Conversations Are Quieter—But Still Essential

The conversation around DEI isn’t as loud as it was a few years ago, but that doesn’t mean it's disappeared. Pay gaps still reflect industry legacy issues, especially in male-dominated roles. While clients aren’t always explicitly asking for diverse talent, the need for diverse thought, background, and lived experience hasn’t gone away. Retention, Susan reminded us, often means supporting employees who are balancing tough decisions: stay in the workforce at a lower salary, or leave altogether.

Whether you’re hiring or looking, this much is clear: the game has changed. And the companies—and candidates—that adapt with clarity and intention will be the ones that thrive.