New data shows that Gen Z are leading a shift from traditional post-college career paths to trade jobs, and apprenticeships.
\nThat’s according to a May 2025 Resume Builder survey of 1,434 Gen Z adults, which set out to understand how economic pressures, rising education costs, and concerns about AI are shaping career paths.
\nIt found that 42 percent of Gen Z are working in or pursuing a blue-collar or skilled trade job, including 37 percent of those with a bachelor’s degree.
\nAnd that Gen Z men, regardless of education level, are significantly more likely than women to move to blue-collar careers. Some 46 percent of men with degrees are working in or pursuing trades, compared to 27 percent of women with degrees.
\nFor many respondents, practical concerns were cited as the reason behind their decision.
\n“More Gen Z college graduates are turning to trade careers and for good reason,” says Resume Builder’s chief career advisor, Stacie Haller.
\n“Many are concerned about AI replacing traditional white-collar roles, while trade jobs offer hands-on work that’s difficult to automate. Additionally, many grads find their degrees don’t lead to careers in their field, prompting them to explore more practical, in-demand alternatives.”
\nSpecifically, 19 percent said they couldn’t find a job in their field post-education, while 16 percent reported they weren’t earning enough with their degree, and 16 percent also said their degree didn’t lead to the career they expected.
\nHowever, it was flexibility or independence that topped the list of reasons; 45 per cent wanted more of these, while 32 percent simply preferred hands-on work to desk jobs, and 30 percent said trade jobs offer better long-term prospects.
\nLooking forward, a quarter of respondents said blue-collar jobs are less likely to be replaced by AI.
\nAnd this survey was conducted before Anthropic CEO Dario Amodei told Axios’ Jim Vandehei and Mike Allen that AI could wipe out half of all entry-level white-collar jobs, and spike unemployment to 10-20 percent in the next one to five years.
\nIn an interview that’s been dubbed a “white-collar bloodbath”, Amodei urged AI companies and the government to stop “sugar-coating” what’s coming.
\nAnd according to Amodei, what’s coming is the possible mass elimination of jobs across technology, finance, law, consulting and other white-collar professions, especially entry-level gigs.
\nBut back to the Resume Builder survey. On a more optimistic note, 20 percent of Gen Z surveyed have seen others succeed in trades, and 11 percent believe Trump’s tariffs will bring more blue-collar jobs.
\nEarnings come into it too, of course. Some 29 percent believe trade careers are in high demand, and a similar 27 percent believe they can earn more in a trade.
\nPerhaps with an eye on older generations and endless rounds of layoffs at large corporations, Gen Z sees blue-collar careers as a chance to earn income sooner (60 percent), avoid student loan debt (40 percent), and have better long-term security (38 per cent).
\nSince the average cost of college in the United States has more than doubled over the past 24 years to $38,270 per student per year, including books, supplies, and daily living expenses, according to the Education Data Initiative, this decision is well-informed.
\nThis survey’s release also coincides with the World Economic Forum’s latest round-up on the gig economy, which noted that as the cost of living continues to rise, more and more individuals are looking for extra work to get by.
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\nIt cited a survey from BankNote, which found that over a third of side hustlers in America believe they will always need a side hustle to make ends meet, and 26 million more Americans are expected to join the side-hustle economy by 2027.
This generational pivot also aligns with a looming skilled trades shortage. As veteran tradespeople age out of the workforce, the U.S. faces a critical deficit in plumbers, electricians, and other skilled workers.
\nAs Haller explains, “As many tradespeople retire, there’s a growing labor shortage. Unlike traditional degrees, trade certifications are faster and more affordable, helping workers avoid long-term debt while entering the workforce quickly. Additionally, these jobs are difficult to automate, making them less likely to be replaced by AI.”
\nAmong Gen Zers already pursuing or working in blue-collar careers, 15 per cent never attended college at all, 8 percent dropped out, 19 percent are attending a four-year college, and 13 percent are currently attending a two-year college.
\nOf graduates pursuing blue-collar jobs, 29 percent have a bachelor’s degree, and 18 percent have an associate’s degree.
\n“Trade jobs offer a smart and rewarding path for many, especially those who prefer hands-on work and practical learning over traditional classroom settings. They provide faster entry into the workforce, often without the burden of student debt, and also offer strong job security, with less risk of automation or outsourcing,” says Haller.
\n“These jobs often begin with apprenticeships and can lead to career growth through specialization, supervisory roles, or even business ownership, making trades a viable and stable long-term career option.”
\nFor policymakers, this shift signals the need to support vocational education, and apprenticeship programs. It also highlights the importance of addressing gender disparities in trade careers, as women remain underrepresented despite growing opportunities.
\nOverall, Gen Z’s turn to blue-collar jobs reflects a pragmatic response to economic pressures, technological disruption, and the rising cost of higher education.
\nWhether you’re considering a career change yourself, advising younger family members, or seeking to understand the shifting job market, visit The Hill’s Job Board to find trusted listings for roles that offer competitive pay, and benefits.
\nReady to find a new role? Browse thousands of jobs on The Hill Job Board
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Although we’ve recently seen some positive movements when it comes to women in leadership roles, a new report reveals that women often need to be more qualified than men to be considered for CEO positions.
\nBarriers and Breakthroughs: A Data-Driven Look at Women CEOs at America’s Largest Corporations, conducted by Women’s Power Gap, analyzed the career paths of all current S&P 500 CEOs, and its results challenge the misconception that women reach CEO roles through lowered standards or diversity quotas.
\nIn fact, it found that women CEOs are 32 percent more likely than men to have served as company president before becoming CEO, reflecting an additional step in leadership experience.
\nIn contrast, men were more likely to advance from division head positions (29 percent v 23 percent) or COO (17 percent v 8 percent) than women.
\nAdditionally, women are more likely to have served as chief financial officer (CFO) prior to becoming CEO. Some 10 percent of female CEOs held this role compared to 6 percent of male CEOs, indicating strong financial expertise among women leaders.
\nYet, despite all this experience women remain underrepresented at CEO level. Though in 2024, women comprised 17 percent of newly-appointed CEOs (11 of 64), only 48 women led S&P 500 companies (10 percent), up from just nine per cent in 2000.
\nFrustratingly, the report identifies a phenomenon that affects many women, which sees them stuck on the second-to-last rung of the ladder, not quite reaching the top.
\nSpecifically, among S&P 100 companies, women occupy 24 percent of the three main launch positions (COO, president, and head of division/regional market), yet only 8 percent of CEO positions.
\nWhereas men hold 76 percent of launch positions, and 92 percent of CEO roles.
\nThe report also highlights the uneven distribution of women across particular executive roles.
\nSome 76 percent of CHRO roles are performed by women, while 56 percent of Chief Marketing Offers are also women.
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\nThese roles are less frequently linked to the CEO track; men are three times more likely to take profit-linked roles that lead to CEO opportunities.
No women founders serve as CEOs of S&P 500 companies, compared to 29 men who are founders and CEOs, indicating a gap in entrepreneurial leadership.
\nWomen of color face even greater underrepresentation. At the time of the report, there were no Black or Hispanic women CEOs in the S&P 500, and only six Asian women CEOs, while men of color held a higher share of CEO roles.
\nThings aren’t a whole lot better for non-white men either. Asian, Black, and Hispanic men comprised 37 (7.4 percent), eight (1.6 percent), and 17 (3.4 percent) of the CEOs, respectively.
\nMeanwhile, among the highest paid executives in S&P 100 companies, women of color represented three percent, while men of color represented 18 percent.
\nThe report concludes that though we have women CEOs at major corporations like Oracle (Safra Catz), Accenture (Julie Sweet), and GM (Mary Barra), there is still a long way to go.
\nAs explored previously on The Hill, a 2022 study from three U.S. academics entitled “Potential” and the Gender Promotion Gap, revealed men are often promoted for showing promise, while women are expected to have achieved something significant first.
\nAdvanced AI resume screening software, like Dash, can be trained to ignore names and any details that give away an applicant’s gender, ensuring a much more equitable hiring process.
\nHowever, for very senior roles like CEO, promoting and sourcing candidates is more likely to be person-to-person, relying heavily on internal networks and direct relationships, rather than broad external searches.
\nIt’s clear that closing the leadership gender gap in America’s largest corporations still requires continued effort. And Women’s Power Gap’s report calls on companies to remove structural barriers, and foster merit-based culture to ensure equal opportunities for all aspiring leaders.
\nIf you’re not on the CEO track in your organization, but want to advance your career or explore senior leadership opportunities, check out The Hill’s job board, which offers a wide range of senior positions across government, policy, and corporate sectors.
\nReady to find a new role? Browse thousands of jobs on The Hill Job Board
","link":null,"views":4,"impressions":0,"posted_at":"2025-06-21","posted_by":"Amanda Kavanagh","updated_at":"2025-07-01T15:53:20.507981Z","created_at":"2025-06-26T18:46:54.564996Z"},{"id":15652,"image":"https://d1avm1cbyhi830.cloudfront.net/fit-in/images2/articles/image-1750963340658.jpeg","categories":[{"id":2,"name":"Career Advice"},{"id":4,"name":"Companies Hiring Now"}],"channels":[{"id":2555606,"name":"The Hill Jobs Powered by Jobbio"}],"slug":"burnout-is-at-a-10-year-high-for-us-workers","title":"Burnout is at a 10-year high for U.S. workers","description":"And 5 jobs actively hiring","text":"If you feel as though you’ve been hearing your colleagues, professional acquaintances, family or friends talk about burnout more than usual, you’re not imagining it.
\nAccording to a recent report by Glassdoor, burnout among U.S. professionals has escalated to unprecedented highs, with burnout mentions in employee reviews increasing 32 percent year-on-year as of Q1 2025.
\nIn fact, mentions of burnout have increased by 50 percent since Q4 2019, just before the Covid-19 pandemic began and irrevocably changed the world of work as we knew it. This marks the highest rate since data collection began in 2016.
\nWhile the term ‘burnout’ has become an all-encompassing phrase for everything from stress to lack of motivation, the World Health Organization describes burnout as a “syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.”
\nThe WHO characterizes burnout via “three dimensions”. These include feelings of energy depletion or exhaustion; increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job; and reduced professional efficacy.
\nIt stressed that “burnout refers specifically to phenomena in the occupational context and should not be applied to describe experiences in other areas of life.”
\nHowever, it’s hardly surprising that employees who are experiencing burnout are seeing the repercussions of its effects in other areas of their lives.
\nThe Glassdoor report also identified that burnout can manifest as decreased morale and diminished perceptions of career opportunities (down 21 percent), diversity and inclusion (down 17 percent), work-life balance (down 34 percent), and compensation and benefits (down 15 percent).
\nAdditionally, the study found that employees who reference burnout tend to rate their employers significantly lower, averaging 2.68 out of 5, compared to a 3.61 average among those who don’t mention burnout.
\nGlassdoor’s Lead Economist, Daniel Zhao, describes burnout as a “slow-burn problem” that can erode the overall employee experience, even among those who are otherwise content with their workplace.
\n“As businesses trim budgets and headcounts, employees and managers alike are being asked to do more with less,” said Zhao. “That’s a recipe for burnout as workers are stretched increasingly thin without an end in sight.”
\nHe added: “Employees who rate their employer 5 stars out of 5 are the least likely to apply to new jobs, but if they mention burnout in their reviews, their turnover intentions increase by 58 percent. Similarly, for an employee who rates their employer 4 stars, their turnover intentions rise 66 percent.”
\nAnd it’s not just employees that are feeling the heat. Burnout imposed a significant financial burden on employers too. A study published in the American Journal of Preventive Medicine estimates that burnout costs employers between $4,000 and $21,000 per employee annually. For a company with 1,000 employees, this translates to an estimated $5.04 million in annual costs.
\nWhile restructuring in the name of efficiency is one way to trim headcount, a negative work environment can also have a direct impact on talent retention.
\nIn fact, a survey by Isolved found that nearly 80 percent of employees have experienced burnout in the last year, resulting in lower engagement, reduced productising and an overwhelming feeling of restlessness that prompted 72 percent of existing employees to consider changing jobs within the next year.
\nSo how can employers address burnout and create meaningful solutions for their employees? While some companies have implemented stress-reduction programs and are giving staff access to mental health resources, focusing on individual responsibility doesn’t work in the long term.
\nInstead, implementing organizational changes that promote work-life balance, such as flexible working hours, four-day workweeks, childcare subsidies, and support for family care are what workers really crave.
\nSo what can you do if you find yourself burnt out and wondering what to do, or where to go next? Seeking out a company culture that prioritizes employee wellbeing is paramount in mitigating burnout and its associated costs and if you’re navigating a job hunt, The Hill’s Job Board is the perfect place to focus your search.
\n
\nUpdated daily with a range of roles in policy, communications, and related fields, it’s an extremely valuable resource. Bookmark the link below, and visit regularly to stay up to date.
Ready to find a new role? Browse thousands of jobs on The Hill Job Board
","link":null,"views":5,"impressions":0,"posted_at":"2025-05-31","posted_by":"Aoibhinn Mc Bride","updated_at":"2025-07-02T00:05:23.276882Z","created_at":"2025-06-26T18:44:21.128624Z"},{"id":15619,"image":"https://d1avm1cbyhi830.cloudfront.net/fit-in/images2/articles/image-1750109631223.jpeg","categories":[{"id":2,"name":"Career Advice"},{"id":4,"name":"Companies Hiring Now"}],"channels":[{"id":2555606,"name":"The Hill Jobs Powered by Jobbio"}],"slug":"trumps-immigration-clampdown-could-affect-these-5-industries-the-most","title":"Trump’s immigration clampdown could affect these 5 industries the most","description":"And 4 jobs actively hiring","text":"As President Trump enforces his election promise to clamp down on immigration, he is coming good on his mandate: “On day one, I will launch the largest deportation programme of criminals in the history of America.”
\nOnce in office, Trump began to also target criminals and migrant workers, as well as students and tourists with visa issues.
\nWhite House officials have said they hope ICE can make 3,000 arrests a day. That’s up from around 660 per day they made during the first 100 days of Trump’s presidency.
\nThough an independent watchdog project at Syracuse University, The Transactional Records Access Clearinghouse, says that of the 51,302 people in ICE detention facilities as of the start of June, about 44% had no criminal record, apart from entering the country without permission.
\nThere have been two notable effects of Trump’s clampdowns: one is that recent immigration crackdowns are causing widespread alarm which are seeing play out in protests in LA, for example.
\nThe second effect is that because people are being taken from the workforce, this has resulted in its own set of consequences.
\nAligned with that is a wider concern around the U.S.’ ability to remain competitive in terms of innovation. There is a growing concern within the tech community around global competitiveness in the face of a potentially restricted workforce.
\nDmitry Litvinov is the CEO and founder of Dreem, a platform supporting tech immigration. He says that tech immigration to the U.S. has become incredibly challenging, and that this has the potential to significantly affect the U.S. AI landscape.
\n“As a relatively new field, AI faces unique challenges in proving applicants’ eligibility and expertise for immigration,” Litvinov says.
\n“Even in established fields like physics, demonstrating outstanding qualifications is difficult—AI is far more complex.”
\nHe also points out that the U.S’ loss could benefit its competitors. “Restrictive policies are driving talent to other AI hubs, strengthening rival nations and weakening U.S. innovation. Applicants report they are increasingly considering alternative AI hubs like Canada, the UK, the UAE, or even China, where immigration processes are faster and more welcoming.”
\nAccording to a recent study by Brooks Law Firm, the American workforce is being reshaped. It analyzed key U.S. industries to identify and rank the ones most vulnerable to labor disruption under potential Trump-era immigration enforcement policies.
\nUsing data from the U.S. Bureau of Labor Statistics and the U.S. Census Bureau, the firm has created a list of the industries it says may be the most affected by new immigration laws.
\nReflecting the concerns of the tech sector, it says the information industry will be the most affected by the latest Trump immigration laws, with 416K immigrant workers currently in the workforce. While this represents just 1.4% of its total workforce, because it is the second-fastest growing industry, the fear is this growth can be stymied by a reduced talent pipeline.
\nEducational and health services rank as the second with the most to lose. That’s because this is an industry with the largest share of immigrant workers at 18.4%. Effectively, this accounts to about 183,500 industry workers with the potential to be removed from the workforce.
\nIn third place is the professional and business sector. Professional and business services employ the second-largest proportion of immigrant workers at 15.8%. Now, because of the latest Trump laws, over 157,600 workers could leave the industry.
\nPublic administration comes fourth. Currently, 765,000 immigrant workers are employed in public administration. The study points out that because this industry has the slowest growth rate at 0.1%, this means that recovery from worker loss can take a longer time than for other industries.
\nIn fifth place is the leisure and hospitality industry. This is an industry with a large share of immigrant workers, employing more than three million people from other countries. As a result, it has the potential to shed 101,700 workers.
\nOther industries are vulnerable too. The financial sector employs 5.4% immigrants, and due to a slow growth rate of 0.4%, the loss of these workers could take a long time to recover from.
\nIn transportation and utilities, more than 2.1 million workers employed in the sector are immigrants, and in the wholesale and retail trade sector, three million immigrant workers are employed.
\nReady to find a new role? Browse thousands of jobs on The Hill Job Board
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Postings for desk-based jobs have decreased year on year, “creating bottlenecks of qualified talent competing for a shrinking number of roles”, a new report has advised.
\nEmploy Inc released the latest Job Seeker National report on May 14, which collected survey responses from 1,500+ U.S. adults, who were a mix of people employed full-time, part-time, or actively-seeking work.
\nIt compared insights on AI usage, trust in the hiring process, and candidate communication preferences in 2025, compared to 2024.
\nWhile the economy remains pretty stable for the moment, optimism is not in the air. Some 82 percent of respondents foresee a “white-collar recession”, and 66 percent feel burnt-out by a stagnant market.
\nThe report sets the scene for these grim stats by highlighting that brutal rounds of tech layoffs are not so far in the rearview mirror, while tens of thousands of federal and public sector workers have faced layoffs since January.
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\nOnly a third of survey respondents say they would feel comfortable quitting a job without having another lined up.
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\nCurrently, job seekers are less hopeful about finding new positions than last year, and are more concerned about developing new skills to remain competitive.
However, most job seekers are being proactive, and strategic.
\nIn seeking new skills to stay competitive, 81 percent said it’s important to be trained in new technologies, like AI, to secure a job this year.
\nWhile 89 percent agreed that being able to address skills gaps can improve their odds of moving into a new role in 2025.
\n
\nInterestingly, those working in government and software/technology/IT sectors are more likely to stress the value of training in new technologies — with an impressive 94 percent to 100 percent.
“In a market that rewards adaptability over tenure, the edge belongs to those who treat learning like a job requirement, not an option,” says Stephanie Manzelli, CHRO of Employ. “Closing the skills gap isn’t just about getting hired — it’s about staying relevant in a world that’s rewriting the rules in real time.”
\nRespondents pointed to a number of different factors when asked “What motivates you to start looking for a new job?”
\nA new one for 2025 was “a decrease in compensation/pay cut” (31 percent), while all other indicators profiled in detail decreased from 2024.
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\nIn this year’s survey, burnout in a current role reduced from 53 percent to 31 percent cent, stress about the economy declined from 47 percent to 26 percent, “concerns about layoffs or my position being eliminated” dropped from 40 percent to 21 percent, and lastly, concerns about employer’s financial future fell from 38 percent to 20 percent.
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\nThankfully, these motivations are being heard. Recruiters and talent acquisition professionals are now using AI tools to understand and address job seeker frustrations.
\nAI-powered tools like Robin and Dash can analyze preferences, patterns and behaviours throughout the application process, and link job seekers to roles and companies better suited to what candidates are looking for.
For example, if you’re energised by career advancement or greater flexibility, Robin can recommend roles aligned to these priorities.
\nThe report also reveals the leading motivators for voluntarily leaving a job, and these include better company leadership (33 percent, up 8 percent year on year), greater work flexibility or remote work opportunities (32 percent, also an 8-point increase), career advancement (31 percent), change in location or geography (27 percent), and a better company culture (26 percent).
\nReasons for declining job offers were also examined. Nearly 40 percent cited limited career advancement or poor location/geography as the reason, while about one-third said they turned down an offer due to lack of flexibility to work remotely.
\nOn the flip side, around 20 percent rejected offers due to limited opportunities to work on-site.
\nNew this year was a poor interview experience (11 percent) as reason to reject an offer, while concerns about layoffs more than doubled from 6 per in 2024 to 14 percent in 2025.
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\nOver a third (36 percent) reported leaving a job in the first 90 days due to a “mismatch in the hiring process”, or a disconnect between what the job was advertised as, and what it ended up being.
If you’ve filled out repetitive online application forms for roles, where you essentially reformat your resume, it won’t surprise you that one of the key findings of the report is that candidates have little tolerance for time-consuming applications.
\nSome 35 percent of respondents stated they would drop an application if it took too long, particularly if they had to re-enter information already on their resume (32 percent), join a talent network (22 percent), or register to apply (19 percent).
\nNearly three-quarters (71 percent) of respondents expect the application process to take less than 30 minutes.
\nConversational search is changing the game here, as forward-focused talent acquisition professionals are utilizing AI tools like Robin to collect CVs and direct candidates to suitable roles, and are also using it to respond to candidates promptly, and consistently.
\nOf applicants, 66 percent who engaged with a chatbot during the hiring process thought it improved their experience somewhat or significantly.
\nStrong recruiter contact (including timely feedback and follow-ups), a simple application process, and flexible interview schedule were cited by more than half of respondents as the three main elements that most influence a favourable candidate experience (51%). The good news for job seekers is that recruiters seem to be listening, and are making changes to improve the candidate experience.
\nIf you’re actively seeking a new role, don’t forget to bookmark The Hill’s Job Board, where new roles are added daily.
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\nReady to find a new role? Browse thousands of jobs on The Hill Job Board
Uncertainty is in the air, but it might be June at the earliest before we see the results of the new tariffs, say leading economists.
\nAccording to the latest Employment Situation Summary, issued by the U.S. Bureau of Labor Statistics on May 2nd, for total nonfarm payroll employment, 177,00 jobs were added in April. This was down slightly from 185,000 jobs added in March, while the unemployment rate remained unchanged at 4.2 percent.
\nThings seem to be looking good, except for the fact that even pre-tariffs, the U.S. GDP shrunk for the first time in three years (decreasing at an annual rate of 0.3 percent) from January to March.
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\n5 jobs hiring right now
However, it wasn’t until April 2nd that President Trump announced a minimum 10 percent tariff on all U.S. imports, effective from April 5th, with higher tariffs on imports from 57 countries, ranging from 11% to 50%.
\nReferring to the latest Employment Situation Summary, Appcast economist Andrew Flowers asked in a recent video: “Is this the last ‘before’ jobs report?”
\nHe highlights that healthcare added 50,000 jobs, leisure and hospitality added 24,000 jobs, while professional and business services added 17,000 jobs.
\nDiscussing the ‘before’, Flowers says a job gain of 29,000 in transportation and warehousing jobs in April was indicative of consumers and businesses frontloading their purchases of foreign goods.
\nAs a consumer, you’ve probably already been targeted by online price reduction ads on items before retail prices are raised due to tariffs. This has caused influxes of sales and increased the need for trucking and warehousing staff. But how sustainable is this rise?
\nHe also points to federal workforce reductions of 9,000 last month, which was expected.
\nReflecting on the April jobs report, Flowers’ outlook on Q2 is mixed. “It’s showing strength, but the tariffs are a major shock. We’ve seen huge declines in transoceanic shipments. There’s anecdotal evidence from businesses that inventories are being depleted as consumers and businesses are preparing for the tariff impacts that could really materialize in the coming weeks and months.”
\nMeanwhile, Glassdoor’s lead economist Daniel Zhao agrees that this report might be the benchmark we’ll measure tariff impacts against, but May might be too soon.
\nIn a lengthy LinkedIn post, he highlighted much of the same figures as Andrew Flowers did, but also shared that manufacturing employment fell by 1,000 in April.
\nThough a modest decline and early days, it may disappoint voters who took a punt on the president’s campaign promises to revive American manufacturing.
\nZhao stresses that the true impact of the tariffs won’t show up quickly. “Keep in mind that the job market can be a lagging indicator for the overall economy as it takes time for businesses to hire and fire workers at a scale that shows up in the national economic data.”
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\n“Tariff impacts will also be staggered as many employers took anticipatory measures to build up inventories in advance and some sectors are more exposed than others. The back half of the year is really where the full impact of tariffs are likely to become clear. And of course, this all depends on what tariffs look like over the next few months as tariff policy feels like it’s changing on a near-daily basis.”
This means many companies and organizations are sitting tight, and are avoiding making any big decisions. Spooked by unpredictability, many companies have paused or canceled hiring until the economy is on clearer footing.
\nIt’s already a tough job market out there, as anyone hunting will know, and this uncertainty doesn’t help matters.
\nConcurrently, the federal firing freeze will last until July 15th at least, plus there’s the fact that over 121,000 federal employees were laid off in the first quarter of 2025, not including those who took voluntary buyouts.
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\nCompetition is fierce, and job opportunities are fewer and fewer. Overall job postings are down 7.4% year-over-year as of April 2025, according to Aura Intelligence.
\n
\nPlus, real-time data from KPMG shows that job postings are down in major states such as California, New York, and Massachusetts, and with especially notable declines in Washington, DC, Virginia, and Maryland due to federal government cuts.
It hasn’t been this difficult to job hunt in a very long time. Additionally, those who are already employed but seeking a new opportunity may be burdened by extra workloads due to hiring freezes, and may be too burnt out to job hunt in the evenings and weekends. If you’re navigating this challenging job market, you can stay informed about new opportunities as they become available on The Hill’s Job Board.
\nUpdated daily with a range of roles in policy, communications, and related fields, it’s an extremely valuable resource. Bookmark the link below, and visit regularly to stay up to date.
\nReady to find a new role? Browse thousands of jobs on The Hill Job Board
","link":null,"views":49,"impressions":0,"posted_at":"2025-05-24","posted_by":"Amanda Kavanagh","updated_at":"2025-06-29T18:50:55.323951Z","created_at":"2025-05-26T17:14:00.346709Z"},{"id":15520,"image":"https://d1avm1cbyhi830.cloudfront.net/fit-in/images2/articles/image-1747759781610.jpeg","categories":[{"id":2,"name":"Career Advice"},{"id":4,"name":"Companies Hiring Now"}],"channels":[{"id":2555606,"name":"The Hill Jobs Powered by Jobbio"}],"slug":"majority-of-americans-say-corporate-influence-in-government-threatens-democracy","title":"Majority of Americans say corporate influence in government threatens democracy","description":"And 5 jobs hiring across the U.S.","text":"At Trump’s inauguration in January, the reelected president was flanked by a number of tech CEOs and owners, who also happen to be some of the richest men in the world.
\nMeta CEO Mark Zuckerberg, Amazon CEO Jeff Bezos, Google CEO Sundar Pichai, and Elon Musk of Tesla, SpaceX and X were all photographed prominently.
\nShou Zi Chew, the CEO of TikTok, and Tim Cook, the CEO of Apple, were also present.
\nHaving high-profile donors and supporters attend an inauguration is nothing new, but this industry display prompted fresh worry about the role and influence of tech companies in the Trump administration.
\nConcerns around the potential for a “disastrous rise in misplaced power” was also noted in Biden’s farewell address, where he warned about the “rise of a tech-industrial complex”, evoking President Eisenhower’s farewell speech warning of the dangers of the “military-industrial complex”.
\nBiden cited misinformation and disinformation as enabling the abuse of power, shortly after Meta announced they were ceasing fact-checking.
\n“The truth is smothered by lies told for power and for profit,” he warned.
\nWell, it turns out Biden isn’t alone. According to a nationwide survey of 1,000 U.S. adults conducted on 7 March 2025 by Pollfish, 56 percent believe corporate involvement in government threatens democracy.
\nOther findings from the research are similarly revealing.
\nSome 48 percent feel very uncomfortable with private sector leaders influencing government policies, while 42 percent say corporate involvement significantly decreases public trust in government.
\nA high percentage (44 percent) completely distrust corporate leaders managing government-related initiatives, and 65 percent support stricter regulations on private sector influence in governmental affairs.
\nPublic trust in the expanding role of business leaders in governance remains low. Some 42 percent say corporate influence reduces trust in government, with just 9 percent saying it increases trust.
\nUnsurprisingly, 43 percent do not trust business leaders overseeing government-related initiatives.
\nDOGE’s federal workforce restructuring hasn’t helped matters. Of the respondents, 48 percent worry about job cuts and instability in federal agencies.
\nAs skepticism continues to grow, Americans are increasingly calling for stronger oversight and regulation of the relationship between the private sector and government.
\nA significant 65 percent support stricter rules to limit corporate influence in government decision-making, highlighting a clear demand for greater transparency and accountability.
\nBut this growing unease about corporate influence in government is not occurring in a vacuum.
\nAccording to APCO Worldwide’s 2025 Business on the Home Front – New Expectations for Corporate America in 2025 report, Americans are also demanding that companies do more than simply maximize profits.
\nCurbing rising prices, supporting U.S. jobs, and addressing workforce challenges are all key “kitchen table issues” for both government and business, according to the report.
\nA distinct call for policies that prioritize American workers is clear, however, the same research reveals that many Americans feel the current economic system disproportionately benefits a select few.
\nAt the same time, the policy landscape is shifting rapidly. Sweeping changes from the new administration, including new tariffs and government downsizing, heightens anxieties about the economy, jobs, and the potential erosion of critical public services.
\nWith the majority of Americans calling for stricter oversight and expressing deep skepticism about corporate motives, the coming months will test whether government and business leaders can restore public confidence, or whether distrust will continue to deepen.
\nReady to find a new role? Browse thousands of jobs on The Hill Job Board
","link":null,"views":60,"impressions":0,"posted_at":"2025-05-17","posted_by":"Amanda Kavanagh","updated_at":"2025-06-30T07:39:49.229092Z","created_at":"2025-05-20T16:50:06.318401Z"},{"id":15487,"image":"https://d1avm1cbyhi830.cloudfront.net/fit-in/images2/articles/image-1747231173898.jpeg","categories":[{"id":2,"name":"Career Advice"},{"id":4,"name":"Companies Hiring Now"}],"channels":[{"id":2555606,"name":"The Hill Jobs Powered by Jobbio"}],"slug":"are-you-quiet-cracking-at-work","title":"Are you “quiet cracking” at work?","description":"And 5 jobs hiring across the U.S.","text":"You remember “quiet quitting” and “quiet firing”, right? Both have been dominant workplace trends over the last five years.
\nQuiet quitting refers to employees who do the bare minimum required by their job descriptions, avoiding extra hours, volunteering, or going beyond their assigned tasks.
\nIt gained widespread attention during the pandemic as workers reassessed their relationship with work, seeking better balance and boundaries.
\nQuiet firing, on the other hand, is the employer’s counterpart. This is a subtle push to encourage employees to leave by withholding support, excluding them from projects, making their work environment unpleasant, or enforcing strict RTO mandates.
\nWell, we are now in the quiet cracking era. This term describes a state where employees feel stuck, undervalued, and uncertain about their future in an organization, though they still continue to perform their duties.
\nThose who are quiet cracking aren’t consciously reducing effort à la quiet quitters, but are disengaged internally.
\nIt’s quite common too. According to recent research by TalentLMS, over half of American workers (54%) experience some form of quiet cracking, with 20% reporting it as a frequent or constant feeling.
\nQuiet cracking often goes unnoticed by busy managers. Employees may still show up and complete their work, but enthusiasm, creativity, and a willingness to contribute beyond the minimum is absent.
\nIt’s different for everyone of course, but some of the top factors driving job insecurity are economic uncertainty, heavy workloads, and unclear job expectations.
\nThough 82% of employees feel secure in their current roles, only 62% are confident about their long-term future with their employer.
\nSome 42% of employees say they haven’t received any employer-provided training in the past 12 months.
\nAnd close to 1 in 6 employees (18%) are unsure if they have a long-term future where they are now.
\nEmployees experiencing quiet cracking are also 152% more likely to feel unappreciated or undervalued for their contributions.
\nPoor leadership and company direction is the third most-commonly cited concern of employees about their jobs.
\nAnd those who have not received training in the past year are 140% more likely to feel insecure about their roles.
\nPathways for progression are not clear. And as the report succinctly puts it: “In short: no growth, no recognition, no reason to stay.”
\nAdditionally, company restructuring and layoffs is a concern for 25% of respondents, as is inadequate compensation and benefits.
\nManagerial disconnect is also a factor; some 20% feel their manager does not listen to their concerns. But for employees who say they are experiencing quiet cracking, this rises to 47%.
\nIf you’re an employee experiencing quiet cracking, talk to your manager about potential changes that could be introduced in the team, such as changes to workloads, and ask about role or project expectations so they are crystal clear.
\nProvide suggestions for improving morale, such as regular spotlights on good work, and the encouragement of peer-to-peer shoutouts. These can have a significant impact in a short space of time, and you don’t even need permission to begin the latter.
\nAlso, ask about training and development opportunities. Flag that you don’t see a clear pathway for progression within the company, and be proactive about what you’d like to upskill in, and how it will benefit the organization.
\nLastly, ask if your HR or people team have plans for any anonymous surveys on employee engagement. You can be honest about your own situation, or simply observe that you’re seeing a lack of energy in the organization, and are keen to see it addressed before it becomes a bigger issue. If none of that works, and you are still quiet cracking, it could be time to look for something new.
\nAnd there’s no better place than The Hill’s Job Board, which is updated with new roles daily. Good luck.
\nLooking for a new opportunity? Browse thousands of jobs on The Hill Job Board
","link":null,"views":46,"impressions":0,"posted_at":"2025-05-10","posted_by":"Amanda Kavanagh","updated_at":"2025-06-26T16:03:57.741655Z","created_at":"2025-05-14T14:02:26.065520Z"},{"id":15454,"image":"https://d1avm1cbyhi830.cloudfront.net/fit-in/images2/articles/image-1746559145157.jpeg","categories":[{"id":2,"name":"Career Advice"},{"id":4,"name":"Companies Hiring Now"}],"channels":[{"id":2555606,"name":"The Hill Jobs Powered by Jobbio"}],"slug":"laid-off-federal-workers-are-struggling-to-get-rehired","title":"Laid-off federal workers are struggling to get rehired","description":"And 5 jobs hiring across the U.S.","text":"As mass layoffs continue to sweep through the federal workforce, thousands of former employees are looking to state and local governments for their next career move.
\nAnd while some of these organizations have rolled out the red carpet, many highly-qualified, displaced federal job seekers are struggling to find a suitable replacement role.
\nAccording to research conducted by Oxford Economics, the federal workforce is expected to shrink by 200,000 positions by the end of 2025. While this won’t have a huge impact nationally, those based in or near Washington DC will fear the pinch most acutely.
\nCouple this with the fact that many state governments are grappling with hiring freezes, budget constraints, and outdated recruitment processes, and you can start to see why the hiring process is taking longer than expected.
\nPublic-sector hiring has always tended to move slower than the pace of the private-sector, thanks to red tape, clearance protocols, and administrative approvals.
\nData from 2020 highlights that it typically takes 130 days to fill a local government job and 96 days to fill a stage government job, compared to just 36 days in the private sector.
\nHowever, some state and local governments are accelerating efforts to hire displaced federal workers. For example, as of March, New York State had conducted over 100 interviews and hired 28 new employees thanks to its “New York Wants You” ad campaign.
\nAdditionally, over 250 job seekers signed up to attend a career webinar or receive career resources.
\nIn Maryland, the state with the highest concentration of federal workers after Washington DC, Governor Wes Moore announced support resources to help Marylanders who have been impacted by federal layoffs.
\nThese include a public servants resource website, to serve as a central location for information and resources to assist impacted workers and their families.
\nAdditionally, the Maryland Department of Labor resources webpage for federal workers and contractors provides information on unemployment insurance benefits, career guidance, and reemployment support, and has been accessed by more than 50,000 web visitors to date.
\n
\nTo put these figures into context, Maryland has lost 3,500 public sector jobs in March 2025, driven by the loss of 2,700 federal government jobs, and has recently passed a budget cutting $2 billion in spending.
The reality is that success stories remain the exception rather than the norm and the overall picture is more complicated.
\nWhile budget constraints and fiscal instability are an ongoing concern, overwhelmed HR departments that may be unable to process high volumes of applications in a fast and efficient manner are exacerbating the problem.
\nOne solution lies in embracing technology, particularly AI, to streamline the recruiting process and ensure talent doesn’t slip through the cracks.
\nOne example of how AI is reshaping recruitment is Amply’s conversational tool, Robin, which acts as a talent engagement agent. Built to interpret the subtleties of human communication, Robin engages with job seekers in real time, helping them navigate listings and understand roles more clearly. It reflects a growing shift toward more personalized and responsive digital experiences in the job search process.
\nAdditionally, there’s Dash, an AI-driven application and assessment agent which acts as a data-driven co-pilot to help HR professionals and recruitment specialists find and hire the best talent. Dash saves the hours typically spent on the tedious task of manually sorting applications by automating and intelligently sorting candidates.
\nDespite the many challenges former federal workers face, many remain hopeful that government at the state and local level can absorb a significant share of the federal workforce until the future looks more certain.
\nAnd whether that hope turns into reality will depend as much on political will and budget flexibility as on the qualifications of the workers themselves.
\nUntil then, laid-off federal employees remain in limbo. Waiting, applying, and hoping.
\nLooking for a new opportunity? Browse thousands of jobs on The Hill Job Board
","link":null,"views":71,"impressions":0,"posted_at":"2025-05-03","posted_by":"Aoibhinn Mc Bride","updated_at":"2025-06-26T10:59:09.227645Z","created_at":"2025-05-06T19:21:05.528761Z"},{"id":15421,"image":"https://d1avm1cbyhi830.cloudfront.net/fit-in/images2/articles/image-1746110707412.jpeg","categories":[{"id":2,"name":"Career Advice"},{"id":4,"name":"Companies Hiring Now"}],"channels":[{"id":2555606,"name":"The Hill Jobs Powered by Jobbio"}],"slug":"the-real-cost-of-smaller-companies-cutting-back-on-health-benefits","title":"The real cost of smaller companies cutting back on health benefits","description":"And 5 jobs hiring across the U.S.","text":"While not legally mandated at a federal level, health insurance is generally considered to be an essential employee benefit in the U.S.
\nAs a result, employer-sponsored health insurance remains the cornerstone of American healthcare.
\nHowever, for those working for smaller businesses, particularly businesses with less than 50 employees, access to healthcare is becoming increasingly precarious.
\nFor starters, smaller businesses aren’t subject to the same requirements under the Affordable Care Act as larger corporations, leaving coverage largely voluntary and heavily dependent on financial viability.
\nAdditionally, rising financial strain is forcing all companies to reconsider cost-cutting measures, particularly within the retail, hospitality, and personal services industries.
\nMany small employers have had to reduce contributions, shift costs onto workers or drop coverage altogether.
\nWhile this is incredibly destabilising for employees, particularly those with existing health issues or dependants who also rely on the same policy for cover, it is also making it increasingly difficult for smaller businesses to attract and retain talent.
\nHealthcare costs are projected to continue rising, with national healthcare spending expected to reach 19.6% of GDP by 2031 compared to 18.3% in 2021.
\nAccording to the same research conducted by JPMorgan Chase, between 2018 and 2023, health insurance premiums showed varied trends across industries.
\nPremiums for businesses at the higher end of the income scale generally rose, especially in sectors with higher profit margins like real estate.
\nIn contrast, industries with lower profit margins, such as retail and restaurants, experienced mixed changes—with some businesses seeing premiums increase and others decrease, particularly at the lower end.
\nThese trends highlight that small businesses face very different insurance burdens based on profitability and access to tax credits.
\nAnd unlike large corporations, small businesses lack the bargaining power to negotiate lower premiums or leverage scale, leaving them exposed to market fluctuations and pricing volatility.
\nTemporary relief measures introduced during the COVID-19 pandemic, such as the American Rescue Plan Act, helped ease some of the pressure.
\nHowever, many of these supports are set to expire by the end of 2025, raising fresh concerns about an affordability cliff for millions of workers.
\nAdditionally, tax credits can reduce financial strain on smaller businesses, which enables them to maintain health insurance coverage without disproportionately impacting operating expenses.
\nBut even for businesses that manage to maintain health insurance policies, consistency remains a major challenge. Unpredictable premium increases and administrative hurdles have led to frequent coverage disruptions.
\nThese interruptions can erode employee trust, reduce workforce stability, and impose hidden costs on businesses already operating under tight margins.
\nAs these pressures mount, there is growing concern among economists and policymakers about the broader implications for entrepreneurship.
\nHealth insurance insecurity can deter would-be entrepreneurs from starting new ventures, stifling innovation and economic growth.
\nFor existing small businesses, the inability to offer stable health benefits risks increasing turnover, lowering employee morale and creating recruitment challenges, especially when competing against larger firms with robust benefits packages.
\nProfessional Employer Organizations (PEOs) present one solution. By pooling small businesses together they may be able to negotiate with healthcare providers and offer more affordable benefits packages.
\nHowever, it’s clear that a policy rethink is urgently needed to protect health coverage among small businesses.
\nProposals under consideration include extending premium support programmes beyond 2025, offering targeted subsidies to the most vulnerable sectors, and simplifying the process for small businesses to band together when purchasing coverage.
\nOther suggestions include reworking tax incentives to better reflect the realities faced by small employers, many of whom operate within razor-thin profit margins.
\nUltimately, the future of small business health insurance will depend on the ability of policymakers, insurers, and business leaders to create solutions that are both affordable and sustainable.
\nIn the meantime, small businesses must continue to navigate the uncertain landscape as best they can.
\nLooking for a job that offers better benefits? Browse thousands of jobs on The Hill Job Board
\n
From AI tools that can help you craft a stellar resume in seconds to AI agents that can match your skills and experience to the right jobs, career mobility should feel more accessible than ever.
\nBut the reality is that for many Americans, particularly Black women, the sense of being stuck in their careers pervades.
\nEnter ‘career gridlock’, a term that refers to a situation where employees feel as though they are unable to move from their current professional positioning or are being sidelined for promotion.
\nBut why does this happen, and why are Black women disproportionately affected?
\nFears of recession or being replaced by AI aside, Black women face disproportionately high barriers in the workplace.
\nThat’s according to a report from Lean In and McKinsey & Company, which found that Black women face more racism and sexism in the workplace and are often penalised if they speak out.
\nThe research also uncovered that 32% of Black women who have spoken out against bias and discrimination in the workplace have faced recrimination rather than vindication.
\nAs part of its research, participants were asked to share their experiences in their own words.
\n“Especially for Black women, you feel like you have to blend in. You can’t say certain things or show any type of feeling toward certain things,” wrote one senior manager.
\n“I thought workplace culture had improved for women of color, but it hasn’t. People are just being more closeted about it. In the early 2000s, I was put in positions where I had to hear uncomfortable jokes or get passed over for roles. Fifteen years later, I know how to navigate that a bit better, but it is still out there,” shared another manager.
\nBlack women are among the most ambitious demographics in the American workforce, but that ambition doesn’t always translate into corporate success.
\nToo few women, particularly women of color, are advancing into management positions, and at the current rate of progress, it will take 44 years to reach parity in corporate America.
\nAdd to that the current state of play surrounding DEI, or lack thereof, and you can start to understand why Black women are feeling disillusioned and disempowered.
\nAnother layer to career gridlock is the trade-off between financial stability and growth. Many workers, especially those supporting families, are reluctant to take career risks.
\nThe fear of losing health benefits, remote-working privileges, or entering a new workplace that may not align with their values means that even when opportunities arise, they’re not always pursued.
\nAs a result, job security becomes a necessity that comes at the cost of personal and professional fulfillment.
\nWe’ve all had bad days, bad weeks, or even bad quarters. But if you’re constantly being passed over for promotion, feeling unseen and undervalued, or working so much that you’re on the cusp of burnout, career gridlock is inevitable.
\nAdditionally, if you’ve lost your sense of purpose or your passion for your role, it’s common for quiet quitting – doing the bare minimum but not much else – to set in.
\nBreaking free from career gridlock requires action on both a personal and professional level. You might want to start by reassessing what success looks like for you.
\nIs it working in a role that facilitates more work-life balance so you can pursue your passions outside of working hours? Is it a role that offers flexibility that facilitates caregiving and family responsibilities? Or perhaps getting to the C-suite is your ultimate goal?
\nSuccess can mean very different things to different people, but the first step towards getting out of career gridlock involves setting a realistic goal that you can work towards.
\nNext, you’ll need to put a professional strategy in place to help you achieve this.
\nIf more work-life balance is your goal, perhaps you could talk to your manager about setting more clearly-defined boundaries around working hours.
\nConversely, if you need more flexibility, perhaps less rigidity about clocking on during certain hours, and working towards task-based goals instead, can help facilitate this.
\nMentorship is also a great way to tap into your professional network and gain some insight into how you can advance in your career in a meaningful way. And if your current organisation doesn’t offer mentorship opportunities, seek out professional groups instead.
\nUltimately, career gridlock is more than a feeling. It’s a systemic issue that needs to be addressed head-on.
\nReady to get your job search underway? Browse thousands of jobs on SwagHer’s Job Board
","link":null,"views":3,"impressions":0,"posted_at":"2025-04-30","posted_by":"Aoibhinn Mc Bride","updated_at":"2025-05-26T20:01:40.656069Z","created_at":"2025-04-29T18:54:26.326392Z"},{"id":15355,"image":"https://d1avm1cbyhi830.cloudfront.net/fit-in/images2/articles/image-1745439600015.jpeg","categories":[{"id":2,"name":"Career Advice"},{"id":4,"name":"Companies Hiring Now"}],"channels":[{"id":2555606,"name":"The Hill Jobs Powered by Jobbio"}],"slug":"these-are-the-top-workplace-fears-for-us-employees-right-now","title":"These are the top workplace fears for US employees right now","description":"And 4 jobs hiring across the east coast","text":"At the start of the year, a survey from workplace platform Modern Health identified that a huge 75 percent of the American workforce said they were experiencing some form of low mood.
\nUnsurprisingly, politics and current events are the key drivers of U.S. workers’ worries.
\nWorkers’ mental health is taking a beating as a result, with 74 percent saying they want mental-health resources specifically addressing global political turmoil.
\nFor many employees, things are as bad as they’ve ever been. Almost half of the survey respondents said life was easier during the COVID-19 pandemic than it is now.
\n“American employees are struggling with their mental health, with global political turmoil and current events taking a particularly dire toll, and it’s detrimental to how employees are showing up in the workplace,” says Alyson Watson, founder, and CEO of Modern Health.
\nThose factors are bad enough, but another piece of research identifies that a majority of Americans are also concerned about the prospect of losing their job this year.
\nAnother study, conducted by My Perfect Resume, outlines growing fears among workers.
\nEighty-one percent are afraid they’ll lose their job in 2025, and 20 percent of those are “much more worried” about finding themselves unemployed in 2025 than they were a year ago.
\nAdding to that are fears that finding a new job won’t be easy, with 57 percent expecting that finding a new position will be as difficult or harder than it was in 2024.
\nEven more worries are weighing hard on workers’ minds. Ninety-two percent are concerned about a recession this year, and 33 percent believe the overall labor market will worsen.
\nBurnout is on the rise with workers’ saying that increased workloads (29 percent), and lack of work-life balance (23 percent), are the significant contributing factors.
\nFor those who have already been hit by job cuts this year, former president Joe Biden’s recent comments at the national conference of Advocates, Counselors and Representatives for the Disabled (ACRD) in Chicago, may have hit home.
\nBiden hit out at cuts at the Social Security Administration and said a “hatchet” had been taken to the organization.
\n“Already we can see the effects, for example, thousands of people who use the Social Security website every single day to check on their benefits and submit their claims,” he said.
\n“But now, the technology division of the Social Security administration has been cut in half. And so the website’s crashing. People can’t sign onto their accounts. What do you think it does?”
\nAmerican workers are also concerned about the erosion of remote and hybrid working.
\nEighty-eight percent of respondents to My Perfect Resume’s study said they predict more companies will require employees to return to the office this year.
\nWhile the most recent report from WFH Research, which monitors working from home before and since the start of the pandemic, found that these days, working from home is most common in the finance, tech, and professional and business services sectors.
\nIt also identified that 13 percent of full-time employees are now fully remote, 61 percent are full-time on site, and 26 percent are working in a hybrid manner.
\nIt is clear that as a result of waves of return to office mandates, fewer workers than before are able to enjoy a completely remote setup.
\nHowever, some light has emerged at the end of the tunnel for workers at the Food and Drug Administration, for example.
\nJust weeks after workers there were ordered back into the office, and were met with a range of issues like limited parking and makeshift office spaces, the agency has had a change of heart. It will now allow certain staff to work remotely, such as its review staff and supervisors.
\nIn general however, jobs are trending away from offering remote working. LinkedIn statistics show that just 8 percent of jobs were remote as of December 2024. That’s down from 18 percent in early 2022.
\nOne outlier has emerged here, however: high paying, in-demand positions are still more likely to be offered for remote working.
\nCareer site Ladders found that 10.4 percent of roles that pay $250,000 or more were advertised as remote in the third quarter of 2024.
\nThe takeaway is that if you’ve got skills that are in demand in the labor market, you’ve still got negotiating power to work the way that suits you.
\nGet your job search underway: Browse thousands of jobs on The Hill Job Board
\nOn again, off again: the spectre of the potential economic fallout of tariffs has worried Americans since President Trump’s inaugural address, when he proposed to “tariff and tax foreign countries to enrich our citizens”.
\nGlobal tariffs were announced, amended or rescinded across February and March, with a number going into effect, for example, new tariffs on all steel and aluminum imports went into effect mid-March.
\nMost recently, the President has rowed back on a package of steep tariffs he intended to levy on dozens of the country’s trading partners.
\nOn April 9th, he said that nearly all of his reciprocal tariffs would be paused for 90 days. Additionally, he announced that he may consider exempting some U.S. companies altogether.
\nThat was welcome news, but regardless, the period of uncertainty that has been fostered by tariff announcements has sent shockwaves through the U.S. and wider global economies.
\nTariff announcements triggered the worst two-day loss in United States stock market history. Over one two-day period alone, $6.6 trillion in value was wiped out.
\nAdditionally, the S&P 500, an index tracking the performance of the largest publicly-traded companies in the U.S, suffered its biggest loss since its creation in the 1950s.
\nReuters says that it has been “the most intense episode of financial market volatility since the early days of the COVID-19 pandemic.”
\nEven as April 9th’s reversal brought sighs of relief, and lacklustre markets quickly rallied, fears of a recession, and job losses are still top of mind.
\nLinkedIn news says worker confidence is lower than it was in spring of 2020, while data from the Philly Fed’s January 2025 Labor, Income, Finances, and Expectations (LIFE) Survey shows that 30 percent of workers said they were concerned about their employer’s ability to stay in business.
\nYounger and older workers are more likely to be concerned. Employees aged 18 to 35, and those aged 56 to 65 are more worried about losing their jobs.
\nThe most recent U.S. Bureau of Labor Statistics report was released at the start of April. It has some better news in that it indicates that total nonfarm payroll rose by 228,000 in March.
\nHowever, economists say the picture doesn’t look quite as positive when viewed up close. For one, healthcare and social assistance accounted for a large portion of total jobs; 34 percent of March’s numbers.
\n“At the surface level, it seems like a stable and resilient labor market. However, a closer examination of the data reveals that employers are exercising caution across nearly all sectors,” says Ger Doyle, the U.S. country manager at ManpowerGroup.
\nCory Stahle, who is an economist at Indeed’s Hiring Lab, also offered sobering analysis in a statement.
\n“The residual confidence and optimism that helped buoy the labor market through the first quarter reversed virtually overnight after this week’s announcements, and there is likely no going back,” he said.
\n“The velocity with which these policy changes are now happening is so fast that many employers will find it challenging to find the stability needed to maintain business as usual.”
\nStahle also says that “prime-age labor force participation rate and employment-population ratio both appear to have reached a ceiling, suggesting labor supply issues could soon become a challenge for the market.”
\nThe fact is that the effects of tariffs don’t fall equally on all households and demographics.
\nA 2018 study by the U.S. The International Trade Commission found that tariffs disproportionately fall on both low-income groups and women.
\nThis is because less well-off consumers tend to spend a bigger portion of their income on necessary goods. As a result, tariffs act almost as an income tax on these cohorts.
\nWomen, too, may bear a disproportionate burden of the effects of tariffs. In particular, single-parent families are 90 percent more likely to be headed by females than males. These families also tend to spend about 40 percent of their income buying goods, which increases their exposure to the effects of tariffs.
\nUncertainty is not good for the labor market. It’s likely that companies will bed-in until this period of fluctuation ends, and job creation will stall.
\nRight now, Manpower’s Ger Doyle notes that the labor market may be “locked in place”. He also pointed out that while U.S. business and organizations are focused on preserving the status quo, this could all change. And that, he said, could put layoffs back on the agenda.
\nAs organizations everywhere race to integrate AI into their ways of working, a significant barrier persists: skill gaps.
\nAccording to a recent Accenture report, 63% of employers identify these gaps as the primary obstacle to adopting AI technologies. And this doesn’t just apply to worker bees.
\nWhile 97% of executives believe AI will fundamentally reshape their industries, 65% also admit they lack the technological expertise to lead these transformations effectively.
\nAt the same time, there’s a clear disconnect between employers and workers.
\nThough most employees (82%) feel confident in their ability to grasp AI technology, and an overwhelming 94% express confidence in their ability to develop the necessary AI skills, employers remain skeptical about their readiness.
\nA “trust gap” is brewing between leadership and their workforce, says Accenture.
\nIts research outlines that successfully leveraging AI requires more than simply deploying new tools as “digital coworkers’, though that is a “compelling start”.
\nMoreover, it recommends that organizations fundamentally reimagine how traditional workflows, functions, and even jobs are defined. And this means holistically integrating technology, talent, and processes.
\nUnlike traditional upskilling, Accenture says that the half-life of skills (the time period in which skills are relevant to an organization) will plummet.
\nContinuous and tandem human and AI agent learning will be important. As people and intelligent agents co-learn, the report says they will begin to innovate together.
\nIt’s up to leadership to create structure and incentives for this new way of continuous upskilling, and this means breaking innovation out of tightly-managed centers of excellence (CoE).
\nIt asks: “What if innovation were not prescribed to a place and time, but rather bubbled up from the edges of the organization, where individuals and teams have direct insights into customer needs?”
\nIndividual and team innovation sounds positively utopian, but what practical steps can be taken to get there?
\nIt doesn’t really explain how “connective intelligence tissue” will be set up — perhaps that’s a selling point for their consultancy services — but does say when it’s combined with AI agents, employees will need to develop new skills inline with these capabilities, integrating them into their everyday working practices.
\nOrganizations must enable employees to acquire and apply skills, quickly and continuously.
\nWith the rise of AI, it’s predicted that job advertisements will become more focused on skills, and HR departments will need more focus on predictive workforce planning as the nature of work, tasks, and skills continually evolve.
\nEthan Mollick of Wharton School, University of Pennsylvania is cited in the report as saying “In the AI future, HR becomes your R&D department.”
\nHowever, this is already the case in many forward-thinking organizations who have deployed advanced-AI recruiting tools, like Robin, and Dash.
\nBoth feature easy integration with existing Applicant Tracking Systems (ATS), Teams, and Slack. And it’s this kind of easy integration that needs to become the standard to help overcome hurdles to AI implementation.
\nIn the coming years, across sectors, curious and inquisitive individuals who demonstrate strong learning agility, and an ability to fuse human and machine skills will become top talent.
\nOrganizations will require a “high degree of ambidexterity”, so Accenture believes that both generalists and specialists will remain essential.
\nWorkers seeking to AI-proof their careers should focus cultivating uniquely human expertise, and fusing human and machine skills.
\nWhen it comes to upskilling, Accenture comes down hard on on-demand, self-service learning as lacking in personalized guidance, tailored to an individual’s role, context, and learning preferences. Instead it favours AI learning agents.
\n“Aware of an employee’s changing role, experience and ambition, the agent could proactively suggest upskilling / reskilling paths that are highly tailored to the individual’s professional goals, needs and unique learning preferences.”
\nIt also outlines that L&D functions will be responsible for nurturing continuous learning by embedding it into job roles, which requires collaboration between business and HR leaders.
\nUltimately, the future of AI adoption lies in its ability to create seamless, intuitive experiences that enhance human capabilities, rather than replace them.
\nBy integrating these solutions with existing workflows and systems, organizations can overcome the skill gaps that currently impede AI transformation, but there needs to be a plan.
\nWith 57% of employees seeking clarity on what gen AI means for their careers, it’s essential for leaders to prioritize transparency. And if this is lacking in your organization, it could be time to look elsewhere.
\nReady to get your job search underway? Browse thousands of jobs on The Hill Job Board
","link":null,"views":15,"impressions":0,"posted_at":"2025-04-05","posted_by":"Amanda Kavanagh","updated_at":"2025-06-13T20:25:45.556784Z","created_at":"2025-04-14T13:50:49.162888Z"},{"id":15289,"image":"https://d1avm1cbyhi830.cloudfront.net/fit-in/images2/articles/image-1743451472165.jpg","categories":[{"id":2,"name":"Career Advice"},{"id":4,"name":"Companies Hiring Now"}],"channels":[{"id":2555606,"name":"The Hill Jobs Powered by Jobbio"}],"slug":"1-in-3-americans-have-seen-their-boss-insult-or-humiliate-an-employee","title":"1 in 3 Americans have seen their boss insult or humiliate an employee","description":"And 5 jobs hiring across the U.S.","text":"A new study that surveyed Americans in several of the country’s largest cities reveals the alarming prevalence of toxic management across the U.S..
\nAccording to learning platform Preply, almost one-third of American workers have witnessed their boss publicly insulting or humiliating an employee.
\nAnd that’s not all. One in four Americans have considered quitting their job to get away from their boss, and again, one in four say their boss has cussed out people in the workplace.
\nAn equal proportion describe their workplace environment as fundamentally toxic.
\nBad bosses are ubiquitous; one in nine Americans reported experiencing frequent mistreatment from their management.
\nAs well as uncovering the types of toxic management employees are experiencing, the research also uncovered the most-commonly cited cities for mean bosses.
\nIts researchers discovered that Chicago, IL was the city where mean managers were encountered most frequently. Furthermore, employees in this city are the most likely to claim that their manager has cussed at people in the workplace.
\nIn terms of mean boss metropolises, the Windy City is followed by Virginia Beach, VA, and Las Vegas, NV, in second and third place.
\nNearly two in five workers in Sin City say they have seen their boss insult or humiliate an employee in front of others, and one in four Las Vegas workers consider their job to be in a toxic workplace.
\nWashington D.C., and Los Angeles, CA, came in fourth and fifth places, respectively.
\nCompleting the top ten are Baltimore, MD, Pittsburgh, PA, Cleveland, OH, Atlanta, GA, and Seattle, WA.
\nOn the flip side, the five cities with the kindest bosses were also found.
\nWichita, KS, is the kindest, with one in two workers saying their boss is never mean to them.
\nOmaha, NE, is in second place, where 67 percent of respondents said their boss never uses harsh language.
\nWhile in Philadelphia, PA, one in four workers say their boss positively impacts their mental health.
\nMinneapolis MN, and Oklahoma City, OK, complete the top five kindest boss cities.
\nCertain industries demonstrate more pronounced challenges.
\nFood services, construction, and manufacturing consistently ranked as sectors with the most aggressive management styles, though food services is by far and away the worst with a mean boss score of 99.47.
\nConstruction scored 90.48, and manufacturing sits at 70.96.
\nRetail, media, entertainment and creative arts, engineering, hospitality and tourism, healthcare, government, professional services, and technology and information all ranked in the sixties.
\nWhile ranking in the fifties were science and research, transportation, child and elder care, education and training, and finance and insurance.
\nThe nonprofit sector was the only industry with below fifty on the mean boss index, at 46.08.
\nWorkers earning less than $45,000 annually, and Gen Z employees appear particularly vulnerable to workplace mistreatment.
\nSurvey researchers also asked employees about their managers’ communication styles.
\nSome 37.15 percent said their boss was blunt, 26.29 percent said critical, and 25.58 percent said sarcastic.
\nA further 14.92 percent said their manager was aggressive, while 12.33 percent said their boss was demeaning.
\nThough over a third (34.21percent) said their manager was none of the above.
\nThese findings underscore the critical need for comprehensive reviews of workplace communication, and where necessary, leadership training.
\nTackling toxic management practices is essential for maintaining both individual wellbeing, and organizational productivity, so if your company is lacking, do speak to HR, and start putting change in motion.
\n
\nOr you might be better off finding something new. If that’s the case, visit The Hill’s Job Board today, which is updated daily.
Ready to get your job search underway? Browse thousands of jobs on The Hill Job Board
\n
Since President Trump took office in January, more than 24,000 workers at 18 federal agencies have been fired in an effort to reduce the size of the government.
\nHowever, in recent days, federal judges Judge James Bredar of Maryland and Judge William Alsup of California have ordered the 18 agencies to rehire thousands of fired probationary workers, saying the mass layoffs were illegal.
\nWhile many federal workers may be reinstated in their previous roles, others will be placed on administrative leave, highlighting that the future of federal workers is far from guaranteed.
\nSo, what can federal workers—former or otherwise—do to be proactive about their job security and their financial future?
\nTransitioning to the private sector is an obvious choice. However, in order to successfully make this move, federal workers will need to reframe their skills and experience and give their resumes a complete overhaul.
\nIt’s not uncommon for a federal resume to span five to six pages and provide a detailed work history including responsibilities and qualifications.
\nThis is because resumes submitted through USAJOBS, the official job portal of the U.S. federal government, must follow specific formatting and adhere to government guidelines.
\nBy contrast, private sector resumes should be kept to one to two pages and focus on technical and soft skills, work history and educational background.
\nPrivate sector resumes are also usually put through an ATS (applicant tracking system) so applications can be filtered via keywords that are included in the job description.
\nThe STAR method is a four-part technique that is used to efficiently answer interview questions but it can also be adapted when creating a private sector resume.
\nSTAR is an acronym for four parts of an answer: situation, task, action and result. By adopting this approach when re-writing your resume you will be able to match your work experience to specific job requirements.
\nFor example, if you were an FBI agent for 10 years, managed active investigations, led a team of 5 and had to apply forensic methods to evaluate crime scenes you could reframe your experience as follows: “Investigated high-profile criminal cases involving financial fraud and cyber threats. Led multi-agency collaboration efforts to gather intelligence and evidence. Coordinated with forensic analysts, conducted interviews, and executed search warrants. Successfully closed 50+ cases, leading to multiple high-impact prosecutions.”
\nTo highlight your leadership skills you could add: “Managed a team of five agents handling complex criminal investigations. Oversaw daily case assignments, performance evaluations, and strategic operations. Implemented new investigative protocols that improved efficiency. As a result, increased case resolution rate by 30% and reduced backlog by 40%.”
\nYour private sector resume should focus on results over responsibilities to highlight your impact, how you reduced costs and how you actively improved efficiencies.
\nWhile you might be well-versed in government acronyms, it’s likely the private sector won’t be as familiar with them so you’ll need to adapt your resume accordingly. For example, the term GS (general schedule) workers doesn’t mean anything to private sector hiring managers, so you’ll have to translate these kinds of classifications into layman’s terms.
\nSimilarly, you should avoid any kind of jargon that doesn’t translate outside of a federal context. The terms one- or two-grade intervals (which refer to the differing patterns of career advancement) or “Competitive Service” (a category of employment that covers most civilian jobs in the federal government) are good examples of this.
\nWhether you’re seeking a remote opportunity or prefer a structured hybrid approach, it’s important to highlight how working remotely in the past has helped you hone your communication and collaboration skills.
\nMika J. Cross, workplace transformation strategist and government workplace expert has the following advice: “For federal workers eyeing a career with more flexibility, make your resume stand out for remote-friendly employers by clearly listing your remote and flexible work experience and relevant skills like self-motivation, time management, and digital communication.
\n“Highlight your proficiency with remote work tools and technologies to show you’re ready to thrive in any environment.”
\nReady to get your job search underway? Browse thousands of jobs on The Hill Job Board
","link":null,"views":23,"impressions":0,"posted_at":"2025-03-22","posted_by":"Aoibhinn Mc Bride","updated_at":"2025-06-27T15:48:15.108299Z","created_at":"2025-03-24T18:02:23.401894Z"},{"id":15223,"image":"https://d1avm1cbyhi830.cloudfront.net/fit-in/images2/articles/image-1742418970389.jpg","categories":[{"id":2,"name":"Career Advice"},{"id":4,"name":"Companies Hiring Now"}],"channels":[{"id":2555606,"name":"The Hill Jobs Powered by Jobbio"}],"slug":"60-percent-of-americans-feel-trapped-in-their-jobs","title":"60 percent of Americans feel trapped in their jobs","description":"6 jobs to discover this week","text":"Burnout is at an all-time high among Americans. That’s according to a study from learning platform Moodle, which found that 66 percent of workers are suffering.
\nThis is a sharp increase in reported burnout from last year. In 2024, the 14th annual Aflac WorkForces Report found that 33 percent of employees were experiencing high levels of stress.
\nThis year, Moodle says, 24 percent of U.S. workers feel like they have more work to complete than time to do it. Not having enough resources or the right tools to do their job properly is an issue for a further 24 percent.
\n6 jobs to discover this week
\nA poor economic outlook is affecting workplace wellbeing for 20 percent, and 19 percent report taking on too much work due to labor shortages in their industry.
\n“American workers across most industries are struggling – especially young employees. Burnout rates are high and the threat of AI is triggering significant fear about their relevance at work,” says Scott Anderberg, who is the CEO of Moodle.
\nAnother aspect exacerbating employee stress is the rise of return of office mandates (RTO). 2024 was a year characterized by significant tension around RTO for American workers. And 2025 looks set to keep the pressure on.
\nWith the Trump administration now in power, RTO mandates are in sharp focus thanks to the creation of the Department of Government Efficiency (DOGE).
\nIts mission is to slash federal spending, with its activities overseen by Elon Musk.
\nOne of the ways it is doing that is by reducing the federal workforce. Already, reports indicate that thousands of federal government employees have been laid off. DOGE has told agency leaders to plan for “large-scale reductions in force”.
\nWithin this wider environment, it isn’t surprising that many American workers are worried, stressed and fearful for their futures.
\nNew research from Resume Now has identified a new workplace trend: Career Gridlock.
\nThis is a phenomenon where workers remain trapped in jobs due to financial fears, skill gaps, and uncertainty.
\nIn fact, 60 percent of workers have stayed in roles longer than they wanted because of the perceived difficulty of making a career transition.
\nDespite 66 percent believing a career change would boost their happiness, only 13 percent have successfully made the leap.
\nWorkers have a number of reasons for caution. Perhaps unsurprisingly, money comes out on top. The research found that financial instability and salary concerns are the biggest barriers to career change.
\nThirty-five percent fear starting over at a lower salary, while 34 percent worry about financial instability during the transition.
\nUncertainty about career fit adds to the hesitation for 32 percent who are uncertain whether a new career would be a good match for them.
\nIn a very uncertain labor market, where there are more job hunters than open roles, skills gaps and competition are also top concerns.
\nTwenty percent are worried about gaining the necessary skills, and 14 percent worry about how they will stack up compared with more experienced candidates.
\n“Career changes can feel daunting, especially when financial concerns and uncertainty come into play,” says Keith Spencer, career expert at Resume Now.
\n“But today’s job market is shifting—employers are prioritizing skills over degrees, and switching careers doesn’t mean starting from scratch. By leveraging transferable skills and taking a strategic approach to the job search, workers can transition into new roles with confidence.”
\n","link":null,"views":25,"impressions":0,"posted_at":"2025-03-15","posted_by":"Kirstie McDermott","updated_at":"2025-06-27T15:48:41.819087Z","created_at":"2025-03-19T21:21:52.729095Z"},{"id":15193,"image":"https://d1avm1cbyhi830.cloudfront.net/fit-in/images2/articles/image-1741772462973.png","categories":[{"id":2,"name":"Career Advice"}],"channels":[{"id":2308003,"name":"Maddyness"}],"slug":"ai-and-investment-trends-are-reshaping-uk-fintech-jobs","title":"AI and investment trends are reshaping UK fintech jobs","description":"It has been a choppy few years for those working in fintech and the wider financial services sector. Redundancies have cut headcount across a swathe of companies and organisations","text":"The banking sector has suffered too, with nine out of the 10 banks hiring fewer staff in 2023, compared to 2022. Only Lloyds Banking Group increased recruitment with a 5.5% rise in vacancies. Citi had a 75% fall in its job openings, Santander cut recruitment by 70%, and JPMorgan cut vacancies by 50%.
\n2024 brought mixed news. Fintech funding and deal volume dipped dramatically last year, with total funding down 54% to $7B across 323 deals. On a more positive note, average deal value increased to $21.8M, and money transfer fintech Zepz, secured one of the largest deals thanks to its $267M funding round.
\nA new report from Morgan McKinley and Vacancysoft has found that the fintech sector experienced a 44% surge in job vacancies last year, driven by venture capital investment and AI.
\n\n
“The combination of increased investment in AI, political shifts in the UK and falling interest rates has made 2024 a pivotal year for the finance sector,” the report says.
\nThe outlook for 2025 looks set to build on this. “AI and machine learning continue to reshape the industry, with a 98% year-on-year increase in AI investments. Nearly two-thirds (63%) of financial institutions now invest in AI, a substantial rise from 32% in 2023”.
\nThe report notes that the fintech industry in particular has become a “magnet for talent”, driven by that rise in venture capital funding, an increasingly widespread adoption of AI and automation. It also points to the sector's ongoing fragmentation, which has fostered the emergence of new companies.
\nWhile it appears to be good news that fintech companies are posting more job vacancies, the downside is that the UK is in the grips of a tech and IT skills shortage.
\nAn IT Skills Gap Report from Forbes surveyed 500 British businesses, to discover that 93% think there is an IT skills gap. The cause? It’s due to the rapid pace of technological development, according to 42%, and other factors include insufficient training opportunities, salary disparities, and low attraction to IT careers.
\nFresh research from the City-Region Economic Development Institute (City-REDI) at the University of Birmingham has found that the UK could face economic losses of up to £27.6B by 2030 due to unaddressed digital skills shortages.
\nDr Huanjia Ma of the University of Birmingham said that “We found that job postings requiring digital skills doubled from 2.4 million in 2012 to 4.9 million in 2022, with nearly 39% of all job postings highlighting the necessity for digital competencies”.
\nSome of those skills include AI and ML, cybersecurity, data analysis and data science, programming, cloud computing, mobile app development, project management, network admin, project management and DevOps. All of which, of course, are integral to the founding and functioning of a successful fintech.
\nIn addition, the Birmingham research identifies that specific skills in high demand include Agile methodology, Python, Microsoft Azure, and Amazon Web Services.
\nThe most recent Future of Jobs Report from the World Economic Forum (WEF) also says that it is tech skills that are projected to grow in importance more rapidly than any other skills in the next five years. The body places AI and big data at the top of the list, followed by networks and cybersecurity, and technological literacy.
\nThe answer to the skills gap isn’t a simple one, and will likely involve a mix of interconnecting factors which include encouraging adoption of STEM subjects at school and university.
\nBusinesses and organisations themselves need to invest in learning and development programmes, along with reskilling and upskilling programmes to ensure that employees have the right capabilities to do the job.
\nIf you’re already there, then you're in a great position to sector your next role. The Maddyness Job Board is a good place to start, showcasing fintech and finance roles all across the country.
\n","link":null,"views":7,"impressions":0,"posted_at":"2025-02-11","posted_by":"Kirstie McDermott","updated_at":"2025-06-27T11:39:15.024953Z","created_at":"2025-03-12T09:41:27.005328Z"},{"id":15192,"image":"https://d1avm1cbyhi830.cloudfront.net/fit-in/images2/articles/image-1741772351714.jpg","categories":[{"id":2,"name":"Career Advice"}],"channels":[{"id":24632,"name":"Information Age Jobs "}],"slug":"what-the-uks-new-ai-opportunities-action-plan-means-for-tech-jobs","title":"What the UK’s new AI Opportunities Action Plan means for tech jobs","description":"Kirstie McDermott of Jobbio shares what the recently announced AI Opportunities Action Plan means for tech jobs in the UK.","text":"Last month, the AI Opportunities Action Plan was announced. It is a roadmap document that contains 50 recommendations for the government to help to grow the UK’s AI sector, drive adoption of AI across the economy to boost growth and improve products and services.
\nFor those working in the tech sector, the Action Plan is timely. It has been a shaky few years for the UK labour market, and tech, banking and financial services in particular have been badly affected by job cuts and reduced hiring.
\nIn the short term this isn’t likely to improve. KPMG and REC UK’s monthly jobs barometer found a further deterioration in the health of the UK labour market at the start of 2025.
\nDemand for both staff and placements are continuing to decline, and vacancies have fallen to the greatest degree since August 2020.
\nREC’s CEO Neil Carberry said of the findings that “…firms are slowing investment until they see more momentum in the economy.”
\nHe pointed to the recent move on interest rates as a timely way of boosting confidence. “The more central role of growth in government thinking since the Chancellor’s speech last month will also help. But it takes time, and real action, to build business confidence.”
\nWithin the tech sector, falling venture capital funding is also a concern. Fintech funding and deal volume dipped dramatically last year, with total funding down 54 per cent to $7bn across 323 deals. On a more positive note, average deal value increased to $21.8m, and money transfer fintech Zepz, actually secured one of the largest deals thanks to a $267m funding round.
\nAs the AI Opportunities Action Plan comes into play, it is estimated to deliver 13,250 jobs. In order to do this, the government plans to put particular focus on deindustrialised regions of the country to become AI Growth Zones, aka “hotbeds” to re-energise specific areas, and attract investment and opportunities.
\nThe government’s plans are timely and interest is already building. A recent report from Morgan McKinley and Vacancysoft found that the UK fintech sector experienced a 44 per cent surge in job vacancies in 2024.
\n“The combination of increased investment in AI, political shifts in the UK and falling interest rates has made 2024 a pivotal year for the finance sector,” the report says.
\nThe outlook for 2025 looks set to build on this. “AI and machine learning continue to reshape the industry, with a 98 per cent year-on-year increase in AI investments. Nearly two-thirds (63 per cent) of financial institutions now invest in AI, a substantial rise from 32 per cent in 2023”.
\nFintech has become a “magnet for talent”, driven by widespread adoption of AI and automation. But while there are more job opportunities within AI, machine learning and automation, a new issue is emerging.
\nThe UK is already in the throes of a significant tech and IT skills shortage. An IT Skills Gap Report from Forbes surveyed 500 British businesses, and found that 93 per cent think there is an IT skills gap.
\nThis is down to the rapid pace of technological development, according to 42 per cent, with other factors including insufficient training opportunities, salary disparities, and low attraction to IT careers.
\nFresh research from the City-Region Economic Development Institute (City-REDI) at the University of Birmingham has found that the UK could face economic losses of up to £27.6bn by 2030 due to unaddressed digital skills shortages.
\nThose skills include AI and ML, cybersecurity, data analysis and data science, programming, cloud computing, mobile app development, project management, network admin, project management and DevOps.
\nThe Birmingham research also identifies that specific skills in high demand include Agile methodology, Python, Microsoft Azure, and Amazon Web Services.
\nIn response, the government, via Skills England, says it will focus on closing skills gaps, training workers to meet the needs of a tech-driven economy, and promoting diversity to create a more inclusive AI field. Crucially, it also intended to address the issue within the education system, in order to produce more AI graduates and offer job-relevant training.
\nIf you are already working in the artificial intelligence field then it’s a fertile time for job hunting. Increased AI adoption and investment is driving jobs growth, offering you the chance to maximise your skills to increase compensation and benefits.
\nThe Information Age Job Board is the first step to discovering a new job that’s a perfect fit. tIt contains thousands of open roles across tech, fintech and AI all across the country.
\nReady to put AI to the test? Visit the Information Age Job Board now
\nWhat the AI Opportunities Action Plan could mean for the UK – Prime Minister Keir Starmer has unveiled the AI Opportunities Action Plan. We spoke to the experts to find out what would make it work
\nWhy trust is the key to AI adoption for UK workers – If 2024 was the year that we all started to get to grips with using AI tools for everything from generating recipes to helping us formulate a work presentation, then it’s reasonable to assume that 2025 will be the year that AI goes mainstream in the workplace
\nWhat is hybrid AI? – What is hybrid AI, what elements can you combine and how can it benefit your organisation? Read on to find out
","link":null,"views":13,"impressions":0,"posted_at":"2025-02-12","posted_by":"Kirstie McDermott","updated_at":"2025-06-24T12:58:25.176907Z","created_at":"2025-03-12T09:39:39.416487Z"},{"id":15191,"image":"https://d1avm1cbyhi830.cloudfront.net/fit-in/images2/articles/image-1741772252802.png","categories":[{"id":2,"name":"Career Advice"}],"channels":[{"id":8251,"name":"FinTech Futures Jobs"}],"slug":"uk-fintech-jobs-surge-44-as-london-leads-hiring-boom","title":"UK fintech jobs surge 44% as London leads hiring boom","description":"Professional vacancies in the “UK finance labour market” saw a significant upswing in 2024, according to a new report ‘Year in Review 2024’ from Morgan McKinley and Vacancysoft.","text":"More specifically, the report shows how it is London that accounts for much of this growth with a 7% rise in finance vacancies, compared to the UK’s overall 4% decline.
\nSignificant decreases were seen in North West England (-25.9%), Scotland (-20.6%), South East England (-10.1%), Yorkshire and the Humber (-6.2%), West Midlands (-11.4%), East Midlands (-4.7%), and Wales (-16%). So if your job search has been slow in these locations, don’t take it to heart.
\nAlongside Greater London (+7.1%), other areas with increases in job vacancies include South West England (+11.1%), Northern Ireland (+15.6%), East of England (+4.8%), and North East England (+5.9%).
\nLooking at three core sectors, the report shows that banking saw an 11.5% decrease, an improvement on 2023’s 38.2% decrease, while job vacancies in fintech and accountancy grew.
\nFintech is faring best. In fact, ‘Year in Review 2024’ outlines how the fintech sector saw a 44% year-on-year increase in vacancies, driven by both VC investment and AI.
\nNot only has the adoption of AI and automation created roles, but so too has the emergence of new companies.
\nAccountancy vacancies also grew in 2024 (25%), a serious improvement on 2023’s 47.2% decrease.
\nOverall, sales and business development positions made up the biggest share (10%) of the 1,277 available positions posted last year, a 54% increase from the previous year.
\nIn terms of companies, Wise Payments led the way when it comes to increases, with a 225% rise in open positions, equating to 335 positions.
\nMeanwhile, Ebury Partners reported a 148% increase (to 286 positions), demonstrating its success in scaling operations, and taking advantage of international payments opportunities.
\nIn fintech, Starling Bank posted the most vacancies in 2024 with 463, followed by Radius with 441, FIS with 436, Wise with 335, and in fifth, Ebury.
\nWith a 29% increase in vacancies, the accounting industry saw a robust recovery in 2024, accounting for 54% of all positions and achieving its greatest demand in five years.
\nIncreased funding for green services and stronger AI integration were the main drivers of this comeback, opening up new career paths for professionals, especially in tax roles.
\nDemand for tax experts surged, with vacancies hitting their highest levels in five years due to changing regulations and government policies that opened doors for accountants and consultants with tax expertise.
\nHiring trends of the ‘Big Four’ accounting firms can be a good indicator of the broader industry’s health, and in 2024, PwC reported a 30% increase year-on-year in vacancies, surpassing 1,000 roles. This is self-reported as driven by its growth into sustainable practices, and enhanced usage of smart technologies.
\nHowever, the largest growth was seen by regional companies Francis Clark and Azets, where vacancies increased by 76% and 59%, respectively.
\nOwing to ongoing restructuring and regulatory challenges, banking vacancies contracted across most organisations and departments.
\nHowever, within the traditional banking sector, certain areas did show single-figure growth. Banking operations grew 6% and IT development rose 2%, signalling a focus on streamlining operations and using technologies to drive efficiencies.
\nThe report remains optimistic: “Despite the contraction, initiatives like proposed regulatory reforms allowing investment banks to access retail capital could stimulate activity and unlock new growth opportunities in the years ahead.”
\nConsidering the weighting of job vacancies available in London compared to the rest of the UK, the report says this disparity shows the need to decentralise opportunities and foster development outside the capital.
\nVictoria Walmsley, managing director of Morgan McKinley UK, is looking at 2025. “Challenges such as skills shortages, regulatory changes, and evolving workforce expectations remain, yet they also present opportunities for growth and innovation.”
\n“With continued investment in emerging technologies and green energy, alongside strategic government initiatives to attract talent, the UK is positioned for further transformation.”
\n“It is essential that businesses remain adaptable and collaborative, ensuring that we can navigate the evolving job market and continue to foster economic resilience and growth in the years ahead.”
\nAnd if you’re looking to make a move this year, make your job search smarter and more efficient with our AI-powered agent.
\nRather than spending hours scrolling through listings, let our intelligent tool match you with suitable roles in seconds on the Fintech Futures Job Board.
","link":null,"views":3,"impressions":0,"posted_at":"2025-02-13","posted_by":"Amanda Kavanagh","updated_at":"2025-05-29T22:52:14.326835Z","created_at":"2025-03-12T09:38:02.487046Z"}]}