That’s a mistake.

September and October are actually one of the most strategic times to hire—and the companies that keep moving gain a real advantage.

After summer, diaries reopen, decision-makers return, and projects restart. Hiring conversations finally gain momentum again. At the same time, candidates experience the “new term” effect—quietly reassessing their careers and becoming more open to new opportunities.

Budgets also tend to reappear in autumn. Headcount approvals are signed off, growth plans are refreshed, and roles can be secured before spending tightens again for Q1.

Here’s the key benefit most companies overlook: fewer employers are hiring.

That means less competition for candidates, fewer counteroffers, better response rates, and stronger visibility for your roles. While others wait for January, you get first access to the market.

Autumn hiring also aligns neatly with notice periods. Hire in September or October, and your new starters can join in January—onboarded, settled, and ready to deliver from day one, instead of starting the year already behind.

Waiting until January is the recruitment equivalent of booking a summer holiday at the last minute—possible, but stressful and expensive.

Autumn lets you choose talent, not chase it.

For Candidates: How to Stand Out to Recruiters (Without the LinkedIn Theatre)

You don’t need to become an influencer to get hired. What works is simple:

– keep your CV to two pages

– focus on outcomes, not tasks

– clearly list your skills, systems, and tools

– respond promptly and professionally

– ask thoughtful questions about culture and progression

Clarity, responsiveness, and honesty will always beat performance posts.

#RecruitmentConsultancy #HiringStrategy #AutumnHiring

#TalentAcquisition #HiringManagers #Careers

#JobSearchTips #WorkforcePlanning #RecruitmentExperts