Hiring and retaining great sales talent can already be a challenge but the latest data from Live Recruitment’s 2025 Event Sales Diversity Report reveals a deeper issue that employers can’t ignore: the event sales workforce is heavily concentrated in one age bracket, with limited representation of both early-career and late-career professionals. This imbalance raises concerns around future leadership pipelines, long-term succession planning, and organisational resilience.
Why does the event sales workforce lean so heavily towards one age group?
Across all sales roles in the events sector, 60.6% of professionals fall within the 32–45 age bracket. This dominance remains consistent across subsectors such as agencies (59.2%), venues (63.9%), tech suppliers (49.5%), and conference/exhibition organisers (59.4%). While this middle-career strength can be positive, it highlights the lack of balanced representation either side.
Younger professionals (18–31) represent only 15–25% of sales roles, depending on the subsector, suggesting a limited influx of new talent. Meanwhile, those aged 46+ form a shrinking proportion of the workforce, with the 60+ category rarely exceeding 2%.
This uneven distribution indicates that entry routes into event sales are not as robust as they could be, and that experienced talent is not always retained long-term, both creating challenges for stability and continuity.
Why is this imbalance a concern for the future of event sales teams?
A workforce overly concentrated in one age band can create several organisational risks:
Limited succession planning: With fewer professionals entering or remaining in sales roles, organisations may struggle to develop future commercial leaders.
Reduced knowledge transfer: An underrepresentation of senior talent (46+) means less opportunity for mentoring, coaching, and continuity across client relationships.
Increased competition for mid-career talent: With so many employers seeking professionals in the same age bracket, recruitment becomes more competitive and retention more fragile.
A less diverse sales team profile: Homogenous age groups reduce diversity of thought, working styles, and strategic perspective.
As the events industry continues to evolve, especially with the rise of tech-integrated and hybrid experiences, employers need broader, multi-generational representation to maintain commercial agility.
Which subsectors show the greatest risk in terms of age diversity?
There are certain sectors within the events industry that show more pronounced challenges:
Event/production agencies: High representation of 46–59 (23.2%) but low early-career entry (15.9%) - suggesting risk of future pipeline depletion.
Venues: Strong reliance on 32–45 (63.9%) with low retention into later career stages - meaning valuable experience is lost.
Tech suppliers: Largest proportion of 46–59 talent (27.3%), but also a significant gender imbalance - compounding succession challenges.
Conference & exhibition organisers: Older professionals (60+) remain underrepresented, making leadership continuity difficult in this sector.
Every subsector shows signs of tightening talent supply if proactive action is not taken.
What can employers do to build a stronger, future-ready talent pipeline?
A long-term age imbalance can’t be resolved overnight, but employers can take meaningful steps to diversify and strengthen their teams for a better future:
Strengthen entry-level pathways and early-career training
Improve job title clarity to make sales roles more approachable
Introduce structured progression routes to retain mid-career talent
Create environments that support later-career professionals to remain in roles
Implement internal mentoring to bridge generational knowledge
Partner with Live Recruitment to access untapped passive talent across all age brackets
Benchmark retention practices against industry norms
A multi-generational sales team is more adaptable, more resilient, and better equipped to meet an evolving client landscape.
Conclusion
The 2025 Live Recruitment Event Sales Diversity Report reveals a clear age imbalance across the sales workforce in the UK events sector, with most professionals clustered within the 32–45 bracket. While this group forms a strong commercial core, limited entry-level inflow and reduced representation at senior levels pose long-term risks for succession, stability, and growth. By investing in early-career attraction, supporting later-career retention, and building structured development pathways, employers can future-proof their commercial teams and maintain their competitive edge.
Live Recruitment supports organisations in identifying talent gaps, building sustainable pipelines, and sourcing high-quality sales professionals at every stage of their career.
Download the Live Recruitment Diversity Report (Sales Sector) here.