Ireland's Hiring Rebound: What Employers Need to Know in 2026
After a challenging 2025, Ireland's hiring market has rebounded significantly. More than
half of employers (65%) are currently hiring in 2026, up from 54% in 2025, according to
FRS Recruitment's Employment Trends Report.
This represents a dramatic turnaround. The 65% figure was also up from 58% in 2024 and
49% in 2023.
But the rebound tells only half the story. While hiring confidence has returned, the
priorities have shifted dramatically. 68% of employers cite staff retention as their top
priority in 2026.
For Irish employers, this shift from expansion to retention requires fundamentally different
strategies. Competition for talent remains fierce, hiring is becoming more selective, and the
candidates who matter most are those you already have.
The Hiring Confidence Rebound
Ireland's hiring market is accelerating after 2025's slowdown. Nearly 1 in 4 employers (24%)
in Ireland plan on increasing recruitment over the next six months, indicating growing
confidence among employers following a period of heightened geopolitical and trade
volatility.
Nearly half (46%) of respondents to the Employment and Recruitment Federation's
November Irish Labour Monthly Monitor expect an increase in job vacancies in the first
quarter of 2026.
What Drives This Rebound:
Economic certainty has returned. Trade agreements, resolved geopolitical concerns, and
tariff clarity have given businesses confidence to invest in hiring again. Tech andpharmaceutical companies—Ireland's economic anchors—continue strong investment, lifting
the broader market.
Regional growth is particularly strong. The jobs market in Donegal is expected to see a 6%
rise in new vacancies and job openings during 2026. This represents sustainable growth
beyond Dublin and major urban centers.
The Retention Crisis: The Real Challenge
Despite rising vacancies, employers face a retention paradox: more job openings with a
talent shortage.
More than half (53%) of recruiters say the number of qualified candidates will remain the
same despite the expected rise in vacancies.
Translation: Job availability is rising, but the qualified candidate pool isn't expanding. This
creates intense competition for limited talent and makes retention critical.
68% of employers cite staff retention as their top priority in 2026.
This shift is significant. Two years ago, the priority was hiring. Today, it's keeping people.
Why? Because losing an employee in a tight market means spending months finding a
replacement—if you can find one at all.
Technical Skills: The Most Sought-After Talent
The biggest hiring priority is clear: technical expertise. 30% of employers are prioritising
the recruitment of talent with technical skills.
This spans multiple sectors: software engineers, data specialists, cloud architects,
cybersecurity experts, healthcare technicians, manufacturing engineers. Ireland's tech and
pharma-driven economy demands technical talent, and supply can't keep pace with
demand.
For employers: Technical hires are your competitive advantage. Invest in recruiting them
well, developing them, and—critically—keeping them.The Remote Work Reality Check
Remote work expectations have shifted significantly from pandemic peaks.
13% of employees work fully remote in 2026, down from 28% in 2024. More than a third
work hybrid (34%), while 53% work onsite.
This represents a dramatic recalibration. Fully remote roles have dropped by more than
half. Most employees now work hybrid or onsite.
What This Means:
-
-
-
-
Remote work is no longer a primary candidate attraction
Hybrid arrangements are now the compromise baseline
Onsite collaboration is increasingly valued
Location matters again in recruitment
Employers who over-promised remote work in 2025 are now struggling with retention.
Those building strong onsite cultures with flexible hybrid options are winning talent.
The Salary Transparency Imperative
Candidates are increasingly selective, and salary transparency is non-negotiable.
78% of workers have skipped applying for a role with no salary listed.
This is dramatic. Four out of five candidates won't even apply without salary information.
Hidden compensation is now a disqualifier.
For Employers:
Post salaries. Be competitive. Research market rates and be transparent. Candidates have
multiple options—hiding salary information guarantees losing 78% of potential applicants.
AI Impact: Augmenting, Not Replacing
There's significant concern about AI replacing jobs. The reality is more nuanced.When asked if AI had replaced full job roles within their organisation, 96% said no and 4%
said yes. Less than half, or 48%, say 0% to 10% of employee tasks have been automated
by AI.
AI is augmenting jobs rather than eliminating them—at least for now. This means:
-
-
-
-
Employee roles are evolving, not disappearing
New skills are required (AI literacy, adaptation)
Productivity is increasing but headcount isn't declining significantly
Employees need support transitioning to AI-augmented roles
Unemployment Remains Low
Ireland's Central Statistics Office reported the monthly unemployment rate for November
was 4.9%, down from 5.0% in October.
Low unemployment reflects a tight labor market. Every available worker is either employed
or selective about opportunities. This means competition for talent remains fierce across all
sectors.
What Irish Employers Should Do
1. Prioritize Retention
-
-
-
-
Invest in development and career progression
Create compelling reasons people stay
Address burnout and workload
Build strong team cultures
2. Be Transparent About Compensation
-
-
-
-
Always list salary ranges
Research market rates
Be competitive
Don't hope salary secrecy attracts candidates
3. Build Strong Onsite Cultures
-
Remote work is less of a differentiator now-
-
-
Invest in workplace experience
Create hybrid options that work
Focus on in-person collaboration value
4. Target Technical Talent Strategically
- Invest heavily in technical recruitment
- Develop technical staff internally
- Create specialized career paths
- Offer learning and growth opportunities
5. Use Specialized Recruitment
- Generic hiring won't compete in this market
- Specialized recruiters understand Irish market dynamics
- They have networks and credibility with hard-to-find talent
- Partner for strategic, ongoing hiring support
Key Takeaways
1. Hiring confidence is rebounding - 65% of employers hiring, 24% planning to
increase
2. The talent shortage persists - Rising vacancies with stagnant candidate pools
3. Retention is now the priority - 68% cite it as top focus
4. Technical skills are most sought-after - 30% prioritizing technical talent
5. Salary transparency is essential - 78% skip roles without salary listed
6. Remote work expectations have reset - Down from 28% to 13% fully remote
7. AI is augmenting, not replacing - Jobs evolving, not disappearing
8. Low unemployment drives competition - 4.9% unemployment rate keeps talent
scarce
Ireland's Hiring Opportunity
For employers navigating Ireland's 2026 hiring landscape, the opportunity is clear: Invest in
retention, be transparent about compensation, build strong cultures, and partner
strategically with specialized recruiters who understand the Irish market.
Organizations that master these elements will build stable, high-performing teams despite
competitive talent markets.Echelon's Ireland Expertise
At Echelon, we understand Ireland's unique employment landscape. We help employers:
- Navigate the tight talent market with specialized recruitment expertise
- Build retention strategies that keep top talent engaged
- Source technical talent from Ireland's competitive candidate pool
- Offer transparent, competitive compensation packages
- Sustain growth sustainably through strategic hiring and retention
Whether you're scaling teams, filling specialized roles, or building retention strategies,
Echelon brings local expertise and proven results.