Global reward hiring: talent market trends across the UK and Europe

As the labour market continues to shift, reward recruiters are seeing new pressures and priorities emerge. In a recent conversation, Peter Francis and Liza Knapp-Fadani explored how organisations are adapting their reward talent acquisition strategies across the UK and Europe to meet evolving demands, and what this means for hiring managers navigating today’s talent market.

Transparency, data and automation: the new pillars of reward

One of the top priorities for European businesses is preparing for the EU Pay Transparency Directive, set to take effect in 2026. Liza shared how this initiative is driving demand for data-literate professionals who can support reporting, compliance and strategic workforce planning. Organisations are increasingly seeking talent solutions that combine technical fluency with a strategic lens.

Peter noted that UK businesses are also becoming more “scientific” and evidence-based in their approach to reward. The pandemic accelerated a shift toward transparency and accountability, and now companies are investing in automation and artificial intelligence to streamline processes. But as both reward recruiters pointed out, automation is only as effective as the data behind it. Many organisations are still addressing gaps in their architecture, prompting a rise in hiring for full-time Analysts and individual contributors who can build robust data foundations.

Hiring shifts and strategic partnerships

While last year saw a focus on strategic leadership hires, the first quarters on 2025 have seen a pivot toward specialists who can own specific projects and deliverables. This reflects a broader trend in the recruitment market: companies are looking for agile partnerships with providers who understand the nuances of regional compliance and global talent strategy.

Reward teams are increasingly central to shaping the employee experience, from DEI initiatives to wellbeing programmes. As organisations compete for top talent, they’re refining their value proposition and employer branding to stand out in crowded talent pools. This is especially true in professional and financial services, where benchmarking and retention are critical to long-term success.

Looking ahead: readiness and resilience

With CSRD reporting cycles approaching, many businesses are conducting internal health checks to assess their data readiness. Peter and Liza expect to see more clients reaching out for support with architecture reviews, upskilling and strategic planning. These partnerships will be key to helping organisations navigate new opportunities and build resilient reward functions.

As the future of work continues to evolve, reward professionals are playing a vital role in shaping company culture, career paths and headcount strategy. Whether through podcasts, LinkedIn thought leadership or roundtable discussions, recruiters are helping businesses stay informed and ahead of the curve.