Carter Bradley

Employees quit their jobs in droves, while TA leaders faced pressure to start cutting positions. Candidates gained (close to) unprecedented buying power, while headlines focused on layoffs and recessionary precautions. And, most recently, recruiting has maintained extreme levels of competitiveness. Employee burnout and productivity losses became endemic, while inflated salaries went on the rise. Needless to say, it has not been an easy year to be a talent leader.

Our job is to help recruiting leaders with theirs. To that end, we study job candidates and map emerging trends to help leaders navigate the constantly shifting landscape of Talent Acquisition. Through quarterly employer benchmarking, monthly candidate pulses, strategic studies, macro tools, advisory services, and more, we studied everything critical to recruiting leaders: economic uncertainty, labor market competition, internal mobility, retention, quiet quitting, the Great Resignation, among others. The inputs and outputs were substantial:

• 10,000+ Candidates Surveyed
• 200+ Employers Studied 
• 250+ Custom Inquiries Answered 
• 60+ Studies Published 

We’re looking to 2023. But before jumping forward, we thought it worth reflecting, once again, on just how privileged we feel to serve TA leaders in their hardest work.