Recruiting has always been cyclical. Anyone who’s spent enough time in this profession knows that momentum comes and goes, markets tighten and loosen, and no single year defines long-term success.
Mark Demaree
That perspective is especially important as we look ahead to 2026.
While challenges remain (economic uncertainty, rapid technological change, shifting client expectations), I see plenty of reasons to be optimistic. Some of that optimism comes from what’s happening inside TE Network. Some of it comes from broader trends in the economy and job market that continue to create opportunity for recruiters who stay engaged, adaptable, and connected.
Here are six reasons I’m optimistic about 2026.
1. TE Network collaboration keeps getting easier
TE Network has always been built on a simple but powerful idea: recruiters are more successful together than they are alone. That advantage only grows when collaboration is easier, faster, and more intuitive.
In 2025, we completed the transition to the new TE Network interface, officially retiring the legacy UI. This wasn’t just a visual refresh—it was about reducing friction. When members can navigate the Network more easily, they spend less time figuring out where to go and more time engaging trading partners, sharing opportunities, and moving deals forward.
In a competitive market, clarity and speed matter. A smoother Network experience helps recruiters act decisively, and that decisiveness often leads directly to more split placements.
2. Better partnerships through higher standards
Split placements are built on trust. Always have been. Always will be.
But in TE Network, trust doesn’t stand alone. The strongest, most successful split partnerships are built on four pillars: Quality, Trust, Communication, and Active Participation. All four are necessary. Remove one, and the entire relationship becomes harder—and less effective.
That’s why I’m encouraged by the continued emphasis on raising the standard for how Network members work together. Programs like the Certified Split Placement Partner (CSPP) initiative reinforce each of these pillars by setting clear expectations around professionalism, accountability, and how members collaborate.
When trading partners understand the policies and guidelines that promote high-quality information, open communication, and active engagement, collaboration becomes more efficient and more effective. Fewer misunderstandings. Stronger working relationships. Better outcomes. Higher trust.
As we head into 2026, I believe these higher standards, reinforced as more recruiters pursue and maintain CSPP certification, will continue to strengthen partnerships across the Network and lead to more consistent, successful split placements.
3. A new approach to networking events
One of the biggest reasons I’m optimistic about 2026 is that we’re rethinking how we bring TE Network members together.
We know that while in-person networking delivers tremendous value, time and travel can be real barriers for many recruiters. That’s why we’re in the process of changing the format of our networking events with the goal of making them easier to attend and even more impactful for members.
The focus is simple:
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Reduce friction
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Increase accessibility
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Deliver clear, tangible benefits for the time invested
We believe this new approach will allow more recruiters to participate, build relationships, and experience the collaboration TE Network is known for—without unnecessary obstacles.
More details will be released in the near future, and I’m genuinely excited about what’s ahead.
4) The macro outlook is stable enough to plan.
Perfect economic conditions are rare. What businesses—and recruiters—really need is stability, and that alone can be a powerful catalyst for hiring activity.
According to the International Monetary Fund (IMF), global economic growth is projected to be around 3.3% in both 2025 and 2026, signaling continued resilience even in what the IMF describes as a “divergent and uncertain” global environment.
For recruiters, that kind of baseline matters. When companies can plan with a reasonable degree of confidence—even cautiously—they are far more likely to maintain operations, invest in growth initiatives, and address ongoing talent needs. And sustained business activity, even without rapid expansion, creates the conditions that lead to consistent hiring.
5) Inflation is expected to cool and interest rates are down.
Inflation and interest rates influence far more than headlines—they directly shape employer confidence and decision-making.
When inflation trends lower and interest rate pressure begins to ease, companies are more inclined to move forward with investments, expansions, and hiring plans that may have been delayed. This shift from hesitation to action can unlock searches that were previously put on hold.
The Federal Reserve’s Summary of Economic Projections, which includes forecasts extending through 2027, outlines expectations for inflation and unemployment that suggest policymakers still see a path toward more normalized economic conditions over time.
Recruiting doesn’t require a perfect environment. It requires one that is predictable enough for employers to make decisions. That gradual return to predictability is meaningful—and encouraging.
6) Staffing demand shows signs of improvement in 2026
If you’re looking for a practical leading indicator of hiring momentum, staffing demand is one of the most reliable signals to watch.
According to Staffing Industry Analysts, forecasts point to modest improvement in 2026 in at least some segments of the staffing market. For example, healthcare staffing is projected to return to growth following recent declines.
Even modest growth can be meaningful. It often reflects employers reopening talent pipelines, stabilizing budgets, and shifting from a mindset of “pause” to one of “proceed.” For recruiters who stay visible, engaged, and connected during these transitions, early movement in staffing demand can t
Relationships Still Matter
I’m realistic about the challenges ahead, but I’m also confident in the fundamentals.
Recruiting is still a people business. Relationships still matter. Trust still matters. And collaboration remains a powerful competitive advantage.
As we move into 2026, recruiters who stay connected, invest in partnerships, and position themselves as trusted advisors will continue to find opportunity . . . even in an imperfect environment.
That’s what TE Network is built to support. And that’s why I’m optimistic about what’s ahead.
Here’s to a strong (and connected) 2026!
