Professional Services BD & Marketing Market Update: Q2 2026

The start of Q1 brought a slower pace than many had anticipated. January and February were notably quiet, with limited roles coming to market across business development, marketing, and communications. However, as we moved into March, there was a clear and encouraging shift. In fact, I personally took on more roles in March than in January and February combined—a strong indicator that momentum is beginning to build again.

A market in transition

While this uptick is positive, it’s important to keep expectations grounded. We’re still operating within a niche space, particularly in BDM and marketing roles, where the candidate pool is naturally smaller and more specialised. This means changes in the market can feel more pronounced—but also slower to fully materialise.

Over the past 18–24 months, we’ve seen a notable shift from a candidate-led market to one that is now leaning more in favour of clients. Employers are becoming increasingly selective, with a sharper focus on specific skill sets and experience. It’s not about being “fussy,” but rather about precision—clients know exactly what they want and are holding out for it.

Hiring processes: Longer and more demanding

One of the clearest changes we’ve observed is in the hiring process itself. Processes are becoming longer and more complex, often involving three interview stages as standard—up from two previously. There’s also been a shift back to face-to-face interviews, with many clients favouring in-person meetings across all stages.

This increased scrutiny is also reflected in feedback on CVs. Across all levels, including senior roles, clients are expecting more than just a summary of responsibilities. They want to see tangible outcomes and measurable achievements—clear evidence of the impact candidates have made. Demonstrating return on investment, campaign success, and business contribution is now essential.

Role trends: Interim and Bids on the rise

In terms of the roles coming to market, there has been a noticeable increase in bids positions, alongside a rise in interim opportunities. These are often driven by short-term needs such as maternity cover or long-term absences, but they also reflect a degree of caution from employers who may not yet be ready to commit to permanent hires.

Looking ahead to Q2

As we move into Q2, the outlook is cautiously optimistic. Conversations with clients are increasing, which is often a strong leading indicator of future hiring activity. There is also a growing trend toward regional hiring, as firms struggle to secure the right talent in London.

We’re seeing more clients explore opportunities in regions such as the Midlands, the North, and the Southwest, where talent pools may be more accessible and salary expectations differ. This shift could lead to increased headcount and opportunity outside of the capital.

Another key trend is the rise of hybrid BDM roles. Employers are increasingly looking for professionals who can blend internal marketing and business development responsibilities with external, client-facing activity. This dual capability is becoming highly sought after.

A note on hiring efficiency

While the market may be tilting in favour of clients, speed remains critical. We are still seeing strong candidates drop out of processes due to delays—particularly when timelines stretch over several weeks. In some cases, scheduling challenges and communication gaps can result in missed opportunities for both clients and candidates.

Clear communication and efficient processes are more important than ever. Even in a competitive market, top talent will not wait indefinitely.

Final thoughts

Overall, the market is showing signs of recovery, with increasing job flow and renewed client engagement. While challenges remain - particularly around process efficiency and candidate expectations - the direction of travel is positive.

For both clients and candidates, adaptability will be key as we move through Q2 and beyond.

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About the author

​Natalie Lawford specialises in BD, Marketing and Communications recruitment at all levels within Accountancy Practices, Management Consultancies and Real Estate firms on a Permanent basis.

Natalie recruits for roles from Assistant to Director Level roles covering, Business Development, Account Management, Client Relationship Management , Bids/Proposals, Marketing, Digital Marketing, CRM Database, PR and CSR, Internal Comms, Events and Design.

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