October 2025

Salary Guide season is here  🎉 🍂 

The job market is even more complex than usual right now. It's more important than ever to take a holistic view and understand the larger trends at work. That's where we can help. Each year since 1950, we’ve published the Salary Guide From Robert Half to spotlight compensation trends and help employers attract skilled workers who will help them grow and outshine their competitors. It’s your best chance to lock in and solve your staffing challenges before the new year. 

The expectations gap 🤨  

Everyone agrees it’s a profoundly challenging time to be looking for work. But pressure on hiring managers is also building.  

• While our research shows businesses of all sizes are planning to expand their teams, many are struggling to find the candidates they are looking for.  

• Most workers are holding on to their current jobs for now, reducing the number of skilled candidates in the labor pool.  

• When professionals do go job hunting, 88% say they feel confident negotiating salary, while 74% of hiring managers are worried about meeting those compensation expectations amid limited budgets.  

The takeaway: Job seekers with valuable skills expect competitive compensation, while many employers know they have holes in their teams, but are unable to find the right people at the right price. How can employers bridge the gap without breaking their budgets? Read on. 

Not (just) about the benjamins 💵 

For hiring managers operating with limited budgets but still looking to land top talent, the conversation turns to the other pieces of the compensation package. Our research found that incentives can help managers and candidates get to “yes.”   

• 51% of workers said they would change jobs for a new opportunity with superior work-life balance perks, even if the pay was the same.   

• 70% said they’re most interested in positions that include some in-office and some remote time.   

• 66% of workers would be willing to come into the office 5 days a week in exchange for a higher salary.        

The takeaway: Benefits, perks and preferred work arrangements are pivotal. Employers who don’t offer a salary premium may still have options to attract workers, but they need to offer something to remain competitive.  

Rethinking and refocusing 🔎 

Every search for a job or employee is unique. But if you’re not getting the results you want, it’s time to rethink your approach. 

For hiring managers - Be honest: Would stronger offers attract better candidates? If so, your compensation strategy may need a reality check. Budgets are real, but so are the incentives that make a role more appealing such as flexible work, strong benefits, wellness perks, and more. Remember, a below-market compensation package rarely leads to a lasting hire. 

For job seekers - The massive pay bumps of 2021–2022 are far less common now. If you’re looking to level up your career, knowing your market value in terms of skills, experience and location is a must. You need to walk a fine line between advocating for yourself and making demands a prospective employer can’t meet. Remember, base pay is just one part of the deal. Other incentives may be easier to negotiate compared to a salary increase.  

When both sides are willing to negotiate on aspects other than base pay, it can be easier to reach an offer that works for everyone.  

👉  If you’re looking for more expert hot takes and actionable intel from the 2026 Salary Guide, be sure to register for Robert Half Real Talk: The 2026 Salary Trends You Can’t Afford to Miss, our next LinkedIn Live coming October 16.  

Job market by the numbers 💼 

• The Bureau of Labor Statistics delayed several key economic reports due to the federal government shutdown that began Oct. 1.  

• An earlier federal survey found ongoing stagnation in the job market, suggesting a “low-hire, low-fire” environment.  

• The ADP National Employment Report found that payrolls at private employers declined by 32,000 jobs in September, showing that businesses continue to be cautious with hiring.  

• In a move aimed at addressing ongoing challenges in the labor market, the Federal Reserve recently lowered the interest rate by a quarter point. 

The great lock-in 🔒 

Early Q4 is a strange time of year. The work calendar says it’s one of the most hectic periods, but the sweater weather says it’s almost time for holiday festivities. It can all go by faster than you can say “gobble gobble.”  

The social media trend “the great lock in” is all about rejecting the Q4 blur and hyper-focusing on key goals you want to accomplish by EOY. This approach can be an effective way to stay on track amid seasonal distractions, but it can slip into an unhealthy grind if taken too far. Here are a few tips for locking in without burning out. 

• Choose 2-4 manageable goals: Don’t try to transform your entire life in 10 weeks. Pick things you can reasonably do, such as finally hiring someone for one open role or completing that one project you’ve been avoiding. Then prioritize them.  
• Schedule checkpoints: Decide how you’ll measure progress, then set specific times to check in. Brief, frequent checks may be best to hold yourself accountable and adjust your process as needed.     
• Reward yourself: Plan breaks and the occasional treat along the way. Some people say hard work is its own reward, but we prefer peanut butter cups.