Why Great Candidates Are Struggling in 2026 (And Average Ones Aren’t)
- Martin Hill
- 14 minutes ago
- 5 min read
In 2026, top talent are hitting walls, while less experienced, “safe bet” applicants are moving forward. And it’s not because the talent isn’t there. It’s because the way we hire has fundamentally shifted. Structured interviews, AI driven filtering, and cost conscious strategies have changed what companies value and who they’re willing to take a chance on.
I see this play out every day. As an agency recruiter working across industries, I regularly speak with high performing professionals who are getting ghosted, screened out, or rejected for roles they’re qualified for. At the same time, I’m seeing companies move faster with candidates who simply check the boxes and don’t raise eyebrows. So what’s going on?
Why Top Candidates Are Struggling to Get Hired in 2026
It used to be that deep experience, results driven resumes, and strategic thinking opened doors. Today, that’s not enough. Companies are hiring for alignment, not aspiration and that means “great” candidates are often too big, too bold, or too expensive for the brief.
I’ve worked with business leaders and functional heads who could transform a business unit and they’re not even getting callbacks. The disconnect isn’t about their ability. It’s about how their profiles stack up against what the hiring process is designed to recognise: exact match, low risk, and low ramp time candidates
Cost Efficient Hiring Is Prioritizing ‘Good Enough’ Over Great
Hiring in 2026 is shaped by restraint. Across industries, companies are focused on doing more with less. This isn’t just about layoffs it’s about recalibrating what “value” looks like on a hiring brief.
Budget constraints are real. Many hiring managers are being told to optimise for payroll efficiency, not potential upside.
“Good enough” hires are seen as a smart way to meet team capacity needs without overextending compensation bands.
Innovation isn’t always the priority. In maintenance mode orgs, transformation can feel like a distraction, not an asset.
I’ve had clients specifically ask me to avoid bringing in candidates who seem “too senior” or “too strategic,” even if they’re within budget. Why? Because they want someone who will keep things running, not redesign the whole engine.
How Overqualified Candidates Are Being Filtered Out
Here’s the irony: the more experience you have, the harder the job search becomes.
Turnover risk is a top concern. Hiring teams assume highly experienced candidates will leave as soon as something better comes along.
Salary expectations are seen as a liability. Even when senior candidates are willing to step down, they’re often dismissed as unaffordable.
Fit questions arise around engagement. I’ve heard it all: “Will they be bored?” “Will they stay motivated in a smaller scope?”
In many cases, hiring managers aren’t wrong to ask those questions. But the assumption that “great equals risky” is blocking out a lot of strong, stable hires who could elevate the team and would be happy to do it.
Why AI and ATS Tools Are Missing the Best Talent
This is one of the most frustrating issues I see: great candidates never even make it to a human review. Why? Because the systems we’ve built to process applications are designed to reward exact match resumes.
ATS filters prioritise linear career paths and literal keyword alignment.
AI screening tools often downrank profiles with lateral moves, entrepreneurial gaps, or cross functional pivots.
Resume scanning software doesn’t understand nuance. It doesn’t recognise leadership in ambiguous roles or strategic depth outside of core metrics.
I’ve worked with Heads of People, for example, whose resumes get filtered out because they didn’t include the phrase “employee lifecycle” in the exact form used in the job ad. Meanwhile, less experienced applicants who mirror the wording get pushed forward.
It’s not about quality it’s about format. That’s a huge shift from how we evaluated talent just a few years ago.
Risk Averse Companies Are Avoiding Change Agents
In a more stable economy, companies are open to strategic thinkers who want to shake things up. In 2026, many are avoiding anything that smells like disruption.
“Change agent” language is sometimes viewed as a red flag.
High impact candidates are seen as more likely to push for org change or challenge slow processes.
Risk averse orgs want team players who integrate quietly not leaders who question how things are done.
This isn’t universal. There are still companies hiring for transformation. But if the team is just trying to hold things together, they’re not interested in reinventing the wheel. That mindset automatically excludes candidates who could help them evolve but don’t match the moment.
Fast Hiring Cycles Are Penalising Strategic Talent
Speed is everything in today’s hiring environment. I see roles open, shortlist, and closed quicker than in previous years.
That kind of speed favors candidates who require little persuading and are happy to accept quickly.
Plug and play profiles move fastest especially those who’ve done the same job elsewhere.
Strategic operators who ask deeper questions or want context may be seen as “complicated” or “slower to close.”
High value hires often need more upfront conversations, which just doesn’t fit the new pace.
In some cases, I’ve seen companies pass on stronger candidates because they challenged the business leader too much in the interview or wanted to finish a project they were working on before moving.
What High Performers Need to Do Differently in 2026
If you’re a high performing candidate right now, this may feel discouraging. But it doesn’t mean you’re not marketable, it means the way you present your experience matters more than ever.
Here’s what I recommend to my candidates:
Edit your resume for alignment, not ego. Mirror the language of the job description. Make it easy for AI and humans to see the match.
Simplify your career story. If your path has been broad or strategic, don’t assume the hiring manager will connect the dots. Help them see how it fits this role.
Signal intent early. Reach out to hiring managers. Engage on LinkedIn. Visibility matters as much as credentials.
And most importantly: don’t undersell your value, but do adapt how it’s communicated. The hiring system isn’t built to reward nuance, so you have to translate your story in a way that fits the format.
Final Thoughts
The 2026 job market is changing through automation. It doesn’t favor top talent who have had different career paths or don’t match the exact requirements. And that’s why many great candidates are getting stuck while average ones sail through.
But here’s what I’d say to both employers and candidates: if you’re hiring, take a step back and ask whether your process is screening for comfort or for capability. The best candidates may not fit neatly into a checkbox, but they often bring what’s most needed. And if you’re job hunting, don’t lose momentum.
The way you present your experience, how clearly it maps to the role, how visibly you show up, and how effectively you can show how your experience has had an impact on the business can make the difference. I’ve seen it work, even in this market.
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