Three Predictions for 2026

It’s that time again–time to reflect on what the new year may bring. 2025 had its plot twists and 2026 will surely surprise us as well. And while we may not have a crystal ball, we do have a few predictions for employment-related trends in 2026. 

AI-Powered Resumes 

First off, we’re expecting a continued rise in popularity for AI resume-builder tools. This is probably not shocking for those who are job hunting right now. LinkedIn is peppered with posts about how to use, or not use, these tools. Platforms like Teal, Resume.io, and Huntr are growing in popularity thanks to their ability to customize resumes based on given job descriptions.

These tools are not without their drawbacks, however. Like other AI applications, some of these resume writers have been known to hallucinate, crafting slick-sounding bullet points for work that never happened. While we appreciate the fast editing and ATS-friendly templates these platforms offer, it’s vital to remember to always check the AI’s output. What’s more, editing the results to sound more personal may help candidates stand out from the crowd. 

Recruiters Cut Through the Noise

Another trend we’re predicting is that recruiters will be needed to help hiring companies navigate the sheer volume of candidates and assess their validity. Lately, it’s common for many LinkedIn job postings to receive hundreds of applicants, bringing a huge amount of work for the job poster. 

Additionally, a 2025 study by Gartner found that 6% of candidates committed interview fraud by posing as someone else or having someone else interview for them. This number is expected to rise in the coming years. Between the volume of candidates for job postings and increasing levels of fraud, managers may want to turn to recruiters who can add a human touch to the hiring process, bringing fewer, but better qualified, candidates to the table.

Fractional Leadership Grows

Lastly, we think fractional leadership will continue to grow this coming year. As we previously wrote, fractional leadership (senior leaders operating on a part-time or flexible basis) helps organizations, particularly those in the purpose space, bring in fresh perspectives and leadership with less risk.

With the World Uncertainty Index still well-above COVID-19 levels, organizations may be especially drawn to fractional leadership. For one thing, the flexibility it offers may be a better match for variable budgets. When budgets are up in the air, it’s much more appealing to hire temporarily. What’s more, bringing in perspectives from senior, knowledgeable professionals may offer stability during this time of uncertainty. 

In short, we don’t know what’s ahead, but we can make some educated guesses. From new tools (to use carefully) to the return of recruiters to novel leadership models, 2026 is sure to have its opportunities, even during this time of uncertainty.