As we come to the end of 2025, the events industry continues to evolve along with candidates' expectations. While last year was about stability and flexibility, this year we’ve seen a subtle but significant shift in what event professional’s value most when considering new opportunities.
At Live Recruitment, we speak to hundreds of candidates and clients across the events industry every month. What we’re seeing reflects a maturing market: candidates are more considered in their choices, employers are refining their working models, and the balance between flexibility and culture is coming into sharper focus.
Hybrid is here to stay – but the balance has shifted
In 2024, many candidates were seeking more flexibility and remote working which often aligned well with clients more flexible hybrid policies. However, in 2025, the picture looks slightly different as most clients have now standardised their expectations and hybrid policies company wide. This gives both sides more clarity on what is expected.
Where the market seems to have levelled the ideal set up of two to three days in the office each week, often with core days mandated to allow for team collaboration has become the norm . This structure allows for flexibility whilst still maintaining the unity , support and creativity that thrive with in person collaboration. Whilst this new hybrid model is widely accepted within the events industry, there are often cases where mostly office-based presence is required for various reasons. If a role is full-time office based it is important to make sure the reasons for this are communicated clearly as well as ensuring the overall package - salary, benefits, development, and company culture is balanced accordingly.
The employers who can articulate this upfront are the ones winning over the best talent, even with a full-time onsite role.
Flexibility now influences loyalty
The job market feels different this year. Candidates are taking a more measured approach to changing roles. Many have found a rhythm that works for them, and as a result, the drive to move “just for change” and to find out if the grass is greener on the other side is taken with more consideration.
In 2025, we have found that event professionals will only move if a new opportunity offers genuine improvement - whether that’s better progression, stronger value alignment, or a working pattern that better fits their lifestyle. This doesn’t mean people are unwilling to move; it just means they’re moving for what they consider t he right reasons.
For employers, this highlights the importance of presenting a complete picture: yes, salary matters, but so does work-life balance, culture, and growth. The clearer and more authentic you are about what your business offers, the more trust and interest you’ll build.
Managing expectations: a two-way street
While flexibility remains a top priority, candidates still benefit from clear, realistic guidance. The market is competitive, and expectations on both sides need to align.
For entry-level and junior professionals, the desire for fully remote roles and higher-end salaries is understandable - but not always achievable at the early stages of a career. We’re seeing the most success where employers provide mentoring and development, and where candidates remain open to learning, growing, and building their skills in a supportive hybrid environment.
At the more senior end, candidates are rightly seeking clarity on career development and progression pathways. Transparent plans that show how and when employees can move up - alongside structured reviews, at all levels - are proving to be powerful retention tools. Employers who offer this visibility are standing out in 2025.
Looking ahead
The key theme for 2025, and what we see moving into 2026, is balance. Candidates want flexibility, but they also value collaboration and connection. Employers want commitment and productivity, but they know the best people need autonomy and trust.
Our advice? Keep conversations open. Employers who are transparent about their working models, and candidates who are clear about what truly motivates them, will find the strongest mutual fit.
At Live Recruitment, we continue to bridge that gap — helping employers understand what people are looking for in their mo ve, while guiding candidates to make decisions that support both their career growth and their lifestyle goals whilst remaining realistic.
The Bottom Line
Hybrid working is no longer a trend; it’s an expectation — but expectations come with nuance. The businesses who succeed in 2026 will be those who listen, adapt, and offer flexibility with purpose. And for candidates, success will come from balancing ambition with realism, and finding opportunities that offer both growth and fulfilment.