By March, most businesses have moved from planning to action.
Budgets are active. Roles are live. Interviews are happening.
And yet, one pattern is becoming increasingly clear:
Good CVs are reaching interview stage — but offers aren’t always being made.
Or when they are, they’re not always accepted.
The market in 2026 isn’t flat. It’s selective. And interview processes are where many hiring journeys are quietly stalling.
The Patterns I’m Seeing
Across office and operational recruitment in Greater London, several themes are emerging:
- Strong experience, but unclear alignment
Candidates look suitable on paper, but during interview it becomes apparent that expectations around progression, autonomy or scope don’t quite match the reality of the role. - Salary misalignment
Budgets haven’t always kept pace with market expectations. Candidates are more informed than ever — and more cautious about making the wrong move. - Delayed feedback
In a competitive market, time matters. When feedback takes a week rather than 48 hours, strong candidates often progress elsewhere. - Overly broad job briefs
If a role tries to be three positions in one, it can become difficult for candidates — and hiring managers — to define what “right” actually looks like. - Cultural fit outweighing capability
Cultural alignment is important. But if expectations are not clearly defined, hiring decisions can become subjective rather than strategic.
Why This Is Happening
Businesses are understandably cautious.
There’s greater scrutiny on headcount.
Teams are leaner.
Every hire needs to add measurable value.
At the same time, candidates are also being more selective. Stability, progression and long-term fit are high priorities. The days of quick moves without careful consideration are largely behind us.
This combination creates a market where both sides are thoughtful — but sometimes hesitant.
What Employers Can Do
Small adjustments often make a significant difference:
Clarify the brief before going to market.
What is essential? What is trainable? What does success look like at 6 and 12 months?
Align salary with expectation.
If the role requires experience, commercial awareness and autonomy, the package needs to reflect that.
Streamline the interview process.
Two focused stages with clear objectives are often more effective than extended, open-ended discussions.
Communicate openly.
Candidates value transparency — particularly around growth, structure and long-term plans.
The Bottom Line
When interviews aren’t converting, it’s rarely because there’s no talent available.
More often, it’s a question of alignment — between expectations, process and market reality.
Recruitment in 2026 isn’t about volume.
It’s about clarity, decisiveness and structure.
And when those elements are in place, strong hires still happen.