2025 wasn’t business as usual. Across the UK, and in the channel, the way we hire, who we hire, and why we hire is changing fast.
1. Skills are king
It’s time to move away from an over-reliance on degrees and traditional five-year CVs. What matters most today is whether a candidate can do the job, not just a list credentials.
Skills-based hiring is now the norm among major employers, and the channel is catching up.
So, what’s the impact? A broader, more diverse talent pool. We’re seeing more people from non-traditional backgrounds entering the industry; individuals who are hungry to learn, adapt, and get stuck into AI, cloud, and cybersecurity when given the opportunity to build a career in the channel.
2. AI Is here, but it’s not everything
AI-powered hiring tools are now widespread. But they’re best seen as a complement to, not a replacement for, human judgement.
Used correctly, AI can accelerate early-stage screening and even uncover overlooked talent. But concerns remain. Many candidates cite AI as a reason they were unfairly filtered out. And as it becomes easier to generate applications with AI, distinguishing genuine applicants from those skilled in prompt engineering (rather than the actual role) is getting harder.
The verdict? AI is useful, but not foolproof. Human insight is still key.
3. Hybrid work is the rule, not the exception
More than half of employers now offer hybrid working and, in most cases, it’s here to stay.
Channel firms offering flexible hours or remote options will continue to stand out especially among candidates who value work-life balance just as much as salary.
That said, there’s been a quiet shift in some business areas. In functions like sales or operations, the five-day office model is starting to make a cautious return.
4. Internal mobility is your secret weapon
We’re still facing a skills shortage, with demand for roles outpacing the available talent.
But channel firms that have tackled this head-on by investing in training and development are thriving. Upskilling existing staff not only fills skills gaps but builds loyalty.
If you want to grow a strong, loyal core team, make career paths clear, invest in learning, and give people reasons to stay.
5. Hybrid talent is the new unicorn
The hardest roles to fill in 2026? Those that blend:
- Technical literacy (AI, cloud, cyber)
- Commercial acumen
- Strong interpersonal and soft skills
- Curiosity and adaptability
These multi-skilled individuals are rare but incredibly valuable. Whether in pre-sales, customer success, solutions architecture, or growth roles, they drive impact across functions.
2026 will reward the smart, adaptable, purpose-driven employer
To win in 2026, don’t hire like it’s 2016.
Hire for skills, potential, flexibility, and cultural fit. Use AI to support, not replace, your hiring. Build talent from within. And above all, show candidates that your business stands for more than just margins.
Good luck with your hiring.
Marc Sumner
Marc Sumner is CEO of tech recruitment outfit Robertson Sumner
