By Jeremy Sisemore January 16, 2025
Let’s take a walk down memory lane to the wild, wobbly years of 2023 and 2024. After the post-pandemic sugar rush of 2022, when the hiring market was practically bursting at the seams, reality hit recruiters like a soggy pool noodle. The surge of free money fizzled out, and many firms found themselves staring at a half-empty pipeline. Searches were halved (if not worse), and the hiring frenzy cooled to a glacial pace.
For most, it was a two-year period of tough sledding. Search firms that previously juggled 25 active roles across multiple clients suddenly found themselves working on just six to eight decent searches—and praying for more. Across industries, it wasn’t just my firm feeling the pinch; many colleagues shared similar stories of dwindling opportunities and tighter budgets.
But 2025 is here, and folks, it’s time to dust off your optimism. The tide is turning, and we’re riding a wave of momentum—quite literally.
The Switch Flipped
Just before the U.S. election, my firm’s phones started ringing like it was Black Friday for recruiters. Unsolicited calls from clients came pouring in, each with multiple high-quality searches to fill. It wasn’t just our best week in years; it was like finding $20 in your jeans on laundry day—every day for a week! Since then, the floodgates have stayed open, with new clients signing on and fresh opportunities rolling in.
Currently, we’re juggling VP and Director-level roles, Manager positions, and specialized individual contributor searches in our ERP/SAP software sweet spot. The buzz is undeniable, and it’s not just our firm seeing this—the professional jobs market is heating up across the board. It’s time to grab your surfboard and paddle out.
The Surfer’s Secret
Veteran recruiters know the rhythm of this industry: downturns don’t last forever. Those who weather the storm come out stronger, leaner, and ready to capitalize. It’s like surfing—you see the wave before it’s there, you position yourself, and when the moment is right, you ride it for all it’s worth. The Dot Com era and the post-2009 recession boom are perfect examples of this cyclical magic.
Here’s the kicker: only about 30-50% of recruiters stick around after a major downturn. The survivors? They’re the battle-tested warriors who kept relationships alive, stayed sharp, and prepared to ride the next wave. That’s where we are now. If you’re ready to work smarter, harder, and with laser focus, 2025 might just be your year to shine.
What’s Holding You Back?
Let’s talk about mindset. After two tough years, it’s easy to feel beaten down. But don’t let yesterday’s struggles rob you of today’s opportunities. The indicators are clear: the market is rebounding, and the race for top talent is on. So, shake off the cobwebs and take action:
- Call your placements. Every single one from the past decade.
- Reach out to clients. Remind them that now’s the time to hire before their competitors do.
- Proactively market top candidates. Find those “Most Placeable Candidates” (MPCs) and get them in front of decision-makers.
Big billers aren’t “lucky.” They’re prepared, persistent, and proactive. And they don’t sit around waiting for the phone to ring—they make it happen.
Jumping Into the Pool
If mental health has taken a hit, don’t ignore it. Motivation can be a game-changer, so start small. Write down inspiring quotes, listen to short motivational clips, and keep them visible. And here’s the hard truth: much like jumping into a cold pool, the first few steps are the toughest. Make five calls before 9 a.m. every day. You’ll warm up, find your rhythm, and watch your momentum snowball.
Recruiting success in 2025 won’t be about luck—it’ll be about preparation meeting opportunity. The wave is here. Are you ready to ride it?
About the Author: Jeremy Sisemore, is President of ASAP Talent Services, a VMG Company. ASAP Talent Services is a leading SAP, ERP, and cybersecurity focused executive search firm. Mr. Sisemore has been one of the nation’s leading IT recruiters for over 20 years, is a member of The Pinnacle Society, and is a frequent speaker at recruiting conferences.
