Job seekers face a job market that is changing more than ever before. As a coach working with experienced professionals, I see firsthand how difficult it can be to navigate these changes with confidence.
To address this, I recently spoke with Nick Waterworth, CEO of Ambition, a global recruitment company that has been operating for over 25 years. Ambition is recognized as a true Australian success story, with operations spanning Australia, Hong Kong, London, and New York. In our conversation, Nick shared invaluable insights into how recruitment has changed, what job seekers need to do differently today, and how organizations are adapting to new realities.
This newsletter captures the key themes of our discussion, offering practical strategies and forward-looking advice for experienced professionals and executives seeking to advance their careers.
The Impact of Technology and AI on Recruitment
When Ambition launched in 1999, candidates had just two options for reaching recruiters: telephone or postal mail. Today, the abundance of digital tools has sped up processes but also created an overwhelming flow of information. Recruiters now need to filter through hundreds of applications to find a handful of qualified candidates.
Nick believes AI will change every job within Ambition, but he does not see it as a threat to employment. Instead, it is viewed as a way to make roles more stimulating by automating repetitive tasks and freeing people to focus on higher-value work.
Ambition has trialed numerous AI tools, with mixed results. Many overpromise and underdeliver, either failing to provide the advertised features or proving too costly. However, the company has recently adopted a new CRM system, chosen specifically for its AI compatibility, underscoring the belief that technology will become increasingly integral to the recruitment process.
Nick likened today’s anxieties about AI to the fears surrounding the internet in the late 1990s. Just as early concerns about disintermediation never spelled the end for recruitment or travel agents, AI will not eliminate the need for human expertise. Instead, professionals must embrace it as an enabler rather than a replacement.
Hybrid Work and Employer Expectations
Another key theme of our conversation was the ongoing debate over hybrid and remote work. Employers fall across the spectrum: Some remain fully remote, many support hybrid arrangements, and others insist on a return to the office. This creates friction when job seekers and employers are misaligned on the issue of flexibility.
Nick emphasized that the most successful recruiters address these issues early in the process, ensuring both employer and candidate expectations are clear. For job seekers, this means being upfront about flexibility preferences and recognizing that non-negotiable demands can limit opportunities.
Current Job Market Realities in 2025
Despite global variations, one overarching reality is that developed economies are operating at or near full employment. On the surface, this suggests opportunities are plentiful. Yet, candidates are more cautious than they were in 2022, when professionals switched roles freely and employers competed aggressively for talent.
Now, candidates worry about inflation, geopolitical uncertainty, and long-term stability. Recruiters may receive hundreds of applications for a role, but only a few candidates meet the requirements, and even fewer are willing to move once they receive an offer. The result is a paradox: A candidate-rich environment on paper, but one where employers still struggle to secure talent.
Actionable Strategies for Job Seekers
- Go First in Interviews: Nick’s number-one piece of advice for candidates is simple: If offered interview slots, always choose the earliest one available. Going first sets the benchmark, allows you to leave a lasting impression, and prevents you from missing out if the role is filled quickly.
- Address the Elephant in the Room: If you know there is a skill where you are less than perfect, do not wait for it to be discovered later. Raise it directly during the interview and demonstrate how you plan to close the gap through training, prior experience, or a demonstrated enthusiasm for learning. This transparency can impress hiring managers more than glossing over a weakness. Addressing the elephant in the room is one of the main reasons why professionals book consultations with me. It's worth practicing this strategy so it comes across as a strength, not a weakness.
- Understand Recruiter Workflows: Recruiters face an overwhelming number of applications, many of which are irrelevant to the role. To stand out, tailor your resume and cover letter to the specific job and highlight the skills explicitly required. Generic applications may get lost in the volume.
- Navigate Hybrid Work Expectations: If you have strong preferences for remote or hybrid work, be upfront about them. Recruiters and employers value honesty early in the process to avoid wasted effort later. Flexibility can also expand your opportunities.
- Leverage Interim and Contract Roles: For senior professionals, interim management assignments can be a powerful way to extend your career and showcase expertise. These roles often lead to permanent opportunities, allowing you to apply your experience to complex challenges without long-term commitments.
Future Outlook: The Next Five Years
Looking ahead, the pace of change in recruitment and the workplace is unlikely to slow. Professionals will need to demonstrate adaptability, resilience, and the ability to thrive in ambiguous environments. Employers increasingly seek candidates who are comfortable with uncertainty and can operate effectively in rapidly shifting conditions.
For executives and senior professionals, success will depend on remaining curious, embracing new technologies, and being open to alternative career paths, such as interim leadership. The traditional model of linear progression may continue to erode, giving way to more dynamic and varied career trajectories.
For job seekers, the actionable strategies shared in this episode, from going first in interviews to addressing skill gaps head-on, can make the difference between rejection and securing the role.
My conversation with Nick Waterworth reinforced the importance of adaptability, transparency, and forward-thinking. Successful recruitment requires strategic positioning, an openness to new experiences and opportunities, and a willingness to adapt to the realities of technology and flexible work arrangements.
Want to learn directly from a recruiter? Listen to this week's episode:
You can listen to the full conversation with Nick Waterworth on The Job Hunting Podcast for deeper insights and real-world examples that will help you take the next step in your career.
- Listen to the full episode on the podcast website
- Listen on Apple Podcasts
- Listen on Spotify
- Watch on YouTube
An Invitation to Join the RB Lnkdn Club
If LinkedIn is a challenge for you, I invite you to take the next step and join the RB Lnkdn Club. This is a private, unlisted LinkedIn group I created exclusively for experienced professionals who want to build a strong, consistent presence on LinkedIn without second-guessing themselves.
Inside the Club, you will:
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Receive weekly step-by-step tasks to strengthen your LinkedIn activity
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Access practical templates and examples you can adapt immediately
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Learn how to post with confidence, comment with intention, and grow visibility
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Get direct feedback from me on your posts and engagement strategies
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Connect with other senior professionals who share your career ambitions
I created the RB Lnkdn Club to simplify LinkedIn for you and reduce the "noise" and confusion in your career to-do list. I'm focusing on LinkedIn because I know it's crucial that you get it right, and that you do it now. This service is designed to provide you with clear guidance and hands-on support, so that LinkedIn becomes a career asset rather than a source of stress.
Membership is private and unlisted. This creates a safe space for learning, experimenting, and refining your professional voice.
If you’re serious about advancing your career, safeguarding against unexpected change, and positioning yourself as a visible leader in your field, this is the place to do it.
Time Out
- I'm going to be a grandmother soon, so I have been following various Instagram accounts about putting babies to sleep and gathering any advice I can use to help my daughter-in-law and my son. We discovered a stunning account of a small business in Western Australia that crafts handmade baby products. We are in love.
- We watched the new Bridget Jones movie, which has renewed my admiration for Renee Zellweger as a great comedic actress.
- In the car, I'm listening to Yacht Rock classics, like What a Fool Believes, and Sailing. Search for the Yacht Rock Classics playlist on YouTube Music, or find a similar playlist on your preferred listening device. It's easy, it's perfect.
I hope you found this newsletter helpful. Please spread the word and let your friends know they can subscribe as well.
Sometimes people reply to this newsletter to ask if I know a coach who can help them. I get very confused, because I do so much self-promotion! Apparently not enough!
Click here to learn more about my services.
Here's to your career success
RBX
Renata Bernarde | Career Coach | Host, The Job Hunting Podcast
