Professional services firms are preparing to hire again

As we move through the second half of 2025, professional services recruitment continues to reflect the broader economic and business climate.

At Carter Murray, we specialise in marketing, business development and communications recruitment across the UK’s professional services sectors. Here are some insights on the challenges and emerging opportunities across the UK’s legal, accountancy and consultancy sectors.

“Many firms are beginning to sign off new roles in anticipation of a more active market in the second half of the year.”

A slow but steady market

Much like Q1, Q2 was marked by a slow pace of new roles coming to market. While there was some movement, the overall volume of vacancies – particularly senior-level roles – remained subdued compared to the same period last year.

This slowdown was largely attributed to ongoing uncertainty in the macroeconomic environment, with mergers and acquisitions (M&A) activity continuing to influence hiring decisions across professional services.

Despite this, there is a sense of cautious optimism. Many firms are beginning to sign off new roles in anticipation of a more active market in the second half of the year. These decisions are often strategic, aimed at equipping teams ahead of expected growth or restructuring. This forward-looking approach suggests that while the market may be slow now, there is confidence in its potential to rebound.

Legal sector remains resilient

Among the sectors covered, legal continues to be the most robust in terms of recruitment activity. Roles in marketing, business development and communications within law firms are still coming to market at a higher rate than in other areas. This resilience is likely due to the sector’s relatively stable client base and ongoing demand for legal services, even during periods of economic uncertainty.

“As firms look to expand or restructure, the need for strong communications and business development professionals will become increasingly important.”

But even within legal, there has been a noticeable dip in senior-level hiring. Firms appear to be more cautious about committing to high-cost appointments, preferring instead to focus on mid-level or strategic hires that can deliver value without significant financial risk. This trend may shift as confidence grows and budgets are reassessed later in the year.

Accountancy and consultancy show signs of life

While accountancy and management consultancy firms were slower to hire in Q1, Q2 saw modest improvement. New roles are now beginning to emerge, albeit not at the same pace as in the legal sector. The increase is encouraging, suggesting that these firms are starting to regain confidence and invest in their marketing and BD capabilities.

“Another challenge is the prevalence of counter offers.”

Still, the volume of roles remains limited and many firms are taking a cautious approach. Q3 could continue with further improvement, particularly if M&A activity continues to rise. As firms look to expand or restructure, the need for strong communications and business development professionals will become increasingly important.

Challenges in the recruitment cycle

One of the most persistent issues across all sectors is the sluggish recruitment cycle. Many processes involve multiple rounds of interviews, with significant delays between each stage. This drawn-out approach can frustrate candidates and lead to missed opportunities – especially in a competitive market.

Another challenge is the prevalence of counter offers. Candidates who receive offers from new employers are often tempted back by their current firms with improved salaries or progression opportunities.

“Employers who can clearly articulate growth pathways and development plans are more likely to attract and retain top talent.”

This trend has led to roles being re-advertised multiple times as firms struggle to secure talent. It also reflects a broader shift in candidate expectations, with many professionals seeking not just financial rewards but clear career development pathways.

Salary expectations and progression

The issue of salary demand is closely tied to the rise in counter offers. Candidates are increasingly aware of their market value and are willing to negotiate for better compensation. This has put pressure on employers to offer competitive packages, particularly for roles that require specialist skills or experience.

“There’s also a growing recognition of the importance of marketing, communications and business development in driving growth.”

Progression opportunities are also a key factor. Candidates want to know that their next move will offer more than just a pay rise – they’re looking for roles that align with their long-term career goals. Employers who can clearly articulate growth pathways and development plans are more likely to attract and retain top talent.

Looking ahead

Despite the challenges, there are reasons to be optimistic about the months ahead. Several indicators that suggest the market will improve throughout September. Increased M&A activity is expected to drive demand for strategic hires, while firms that delayed recruitment earlier in the year may now be ready to move forward.

There’s also a growing recognition of the importance of marketing, communications and business development in driving growth. As firms compete for clients and market share, the need for skilled professionals in these areas will only increase. Those who are proactive in their hiring strategies will be best positioned to take advantage of the opportunities that lie ahead.

Our commitment to clients and candidates

Throughout this period of uncertainty, we are committed to supporting both clients and candidates. We focus on open communication and strategic planning, encouraging firms to reach out for guidance and market insights. Whether it’s navigating a complex recruitment process or identifying the right time to hire, we are here to help.

Candidates should stay informed, be proactive and don’t hesitate to explore new opportunities. The market may be slow now, but change is on the horizon and those who are prepared will be ready to take advantage of it.

H1 was a period of cautious movement in professional services recruitment. While challenges remain, there are signs of recovery and growth. The legal sector continues to lead the way, with accountancy and consultancy beginning to follow suit. As firms prepare for a more active second half of the year, the demand for skilled marketing, BD and communications professionals is expected to rise.

Get in touch today to discuss your hiring needs or career goals.