Everywhere I look, teams are being asked to hit hiring goals with fewer people, fewer tools, and tighter budgets. So I ran a poll to see what’s really getting squeezed. It gave me a peek into the hiring trends of 2025 so far. What’s shifting, what’s sticking, and what’s quietly slipping through the cracks.

This week in The JD Weekly, I sent out a quick 5-question pulse check to get the lay of the land. It was short, anonymous, and simple on purpose because I wanted to know the real story from real recruiters, hiring managers, and comp folks in the thick of it.

Here’s what I found (so far):

What’s most at risk when budgets get tight?

The first answer I got? “Something else.” That alone says a lot.

It confirms what I suspected: the pain isn’t in just one place. Every org is cutting in its own way—some are slashing agency spend, others are pulling back on job boards or delaying hiring altogether. But that mysterious “something else” category? That’s where the messy stuff lives: DEI programs, internal mobility efforts, employer branding…things that aren’t line-item obvious but matter big time in the long run.

What initiatives are still full-speed ahead?

Even when budgets are frozen, some projects still move. The response? System integration.

It makes sense. If you’re stuck doing more with less, streamlining your tools becomes non-negotiable. Connecting systems and making data flow saves time and gives leaders the visibility they want. Integration isn’t sexy, but it’s survival. And when you’re in survival mode, tools that eliminate duplication or reduce manual work are worth every penny.

Where’s the time & money pressure hitting hardest?

No surprise here: screening, interview scheduling, and communicating with candidates are the biggest pain points.

Translation? Admin h*ll. These are the parts of hiring that feel the most broken, and ironically, they’re also the most visible to candidates. So not only do they drain internal resources, but they also hurt the experience you’re trying to deliver externally.

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