The recruitment market continued to evolve throughout Q2, shaped by organisational change, workforce movement, and increasing investment in technology.
While hiring activity has remained relatively steady across finance, payroll, accounting support, and technology, the conversations we're having with clients have shifted. Many employers are navigating significant business transformation while also balancing the challenge of attracting and retaining quality talent.
Below are three key trends that stood out during Q2 and what they could mean for your hiring strategy in the months ahead.
Mergers and acquisitions continue to drive hiring activity
One of the most noticeable trends during Q2 has been the increase in merger and acquisition activity across multiple sectors. This aligns with broader market sentiment, with PwC reporting that around 40% of Australian CEOs are looking to drive transformation through mergers, acquisitions, or partnerships over the next 12 months [pwc.com.au]. Organisations are using acquisitions to accelerate growth, expand capabilities, enter new markets, and support long-term transformation strategies.
While securing a deal is often the headline, the real challenge comes afterwards. Integrating teams, retaining key talent, aligning cultures, and maintaining productivity all play a critical role in determining whether the expected value of an acquisition is realised.
We are seeing many organisations investing heavily in workforce planning, change management, systems integration, and transformation projects to support this transition. This is creating demand for skilled professionals across finance, payroll, and technology functions.
What this means for hiring managers
Successful integration starts with people. Businesses that plan their talent strategy early are better positioned to retain critical skills, maintain employee engagement, and minimise disruption. Reviewing workforce requirements early and identifying potential capability gaps can help businesses stay ahead during periods of significant change.
Redundancies are creating opportunities to access great talent
We have also seen redundancies across parts of the market during Q2. While redundancies can be difficult for both organisations and employees, they are increasingly becoming a normal part of business transformation and restructuring.
Importantly, redundancy is often not a reflection of an individual's performance. Many highly capable professionals are entering the market because roles have been consolidated, reporting lines have changed, or business priorities have shifted.
For employers, this is creating access to quality talent that may not have been available otherwise. Many candidates affected by redundancy bring strong technical and industry expertise, and a proven ability to navigate change.
What this means for hiring managers
This is an opportunity to look beyond the circumstances and focus on capability. Some of the strongest candidates on the market are currently exploring opportunities due to organisational change rather than performance concerns.
For organisations managing redundancies, providing outplacement support, CV guidance, interview coaching, and introductions to trusted recruitment partners can help employees transition successfully while protecting employer brand and employee experience.
AI is changing the skills employers value most
Artificial intelligence remained a major topic throughout Q2, but the conversation is evolving. Rather than asking whether AI will impact jobs, organisations are now focused on how it can improve productivity and support better decision-making.
PwC's 2025 AI Jobs Barometer found that industries most exposed to AI experienced three times higher growth in revenue per employee (27%) than industries with lower AI exposure (9%), highlighting why organisations are continuing to invest in AI capabilities [pwc.com.au].
Across finance, payroll, accounting support, and technology teams, employers are exploring how AI can increase efficiency while allowing employees to focus on higher-value work.
As a result, hiring requirements are beginning to shift. Technical skills remain important, but employers are placing greater value on adaptability, problem-solving, stakeholder engagement, and the ability to work effectively alongside new technologies.
What this means for hiring managers
The focus should be on skills evolution rather than replacement. As technology continues to develop, the most valuable employees will be those who combine technical expertise with critical thinking, communication, and commercial judgement.
Now is a good time to review job descriptions, development plans, and hiring processes to ensure they reflect the skills your business will need in the future, not just today.
Summary
Whether driven by mergers and acquisitions, organisational restructures, or technological advancement, businesses are continuing to adapt to evolving market conditions.
For hiring managers, success will increasingly come from taking a proactive approach to workforce planning and maintaining strong employee engagement. Remaining open to opportunities that periods of change can create will also put you ahead.
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