As 2025 draws to a close, the hiring landscape across automotive, aerospace, and fast-moving consumer goods (FMCG) sectors has delivered some of the most dynamic shifts we’ve seen in recent years. At Technical Network, specialising in mid-level to senior appointments across these pivotal industries, we’ve had a front-row view of how organisations are navigating transformation, talent scarcity, and strategic leadership hiring.

From evolving skill demands to competitive employer branding, here’s our year-end recruitment recap and what it means for talent strategy in 2026.

Automotive: Tech transformation drives senior recruitment

2025 marked a continuation of rapid technological change in the automotive sector. With electrification and software integration no longer a future play but a current imperative, mid-level to senior technical and leadership appointments took centre stage.

• EV & Battery Expertise - Demand for senior engineers specialising in battery systems, power electronics and electric drivetrain technologies surged as OEMs and suppliers scale EV production.
• Software-Driven Leadership - Embedded software, advanced driver assistance systems (ADAS), and data analytics skills are now standard prerequisites for leadership roles across engineering and programme management.
• Interim Expertise as Strategy - Many organisations opted for interim senior leaders to navigate launch peaks, plant modernisation and supply chain volatility.

This shift underscores a broader trend: the most impactful leaders in automotive right now are those who can bridge engineering excellence with digital fluency - especially at mid-senior levels where operational strategy meets innovation.

Aerospace: Specialist skills & sustainable innovation

The aerospace sector entered 2025 with strong momentum, but with it came persistent talent bottlenecks, particularly for senior and technically specialist hires.

• Experienced Engineers in High Demand - Niche areas such as systems engineering, avionics, stress analysis and airworthiness compliance remained highly competitive, reinforcing how crucial senior technical leadership has become.
• Green Aviation & Next-Gen Projects - Roles focused on sustainable aviation fuels (SAF), hydrogen propulsion and lightweight materials indicated robust investment in future-facing aerospace tech.
• Retention Equals Recruitment - The battle for talent wasn’t just about hiring: many companies strengthened retention pathways, hybrid working and career development to keep mid-career specialists from drifting elsewhere.

For aerospace employers, 2025 reaffirmed that securing and retaining senior technical talent is both a short-term hiring challenge and a long-term strategic priority.

FMCG: Strategic senior hiring & operational leadership

The FMCG sector showed resilience against broader economic headwinds, with recruitment strategies emphasising impact over volume.

• Operational & Technical Leadership Focus - Senior hires in operations, engineering management, supply chain and quality functions reflected the need for leaders who can drive efficiency AND innovation.
• Digital Transformation Upskilling - As automation and data-led production planning became pervasive, senior roles increasingly required a blend of operational know-how with digital capability.
• EVP Becomes a Differentiator - Flexible working, purpose-driven culture and creative total reward packages emerged as key factors mid-senior candidates considered when choosing their next leadership move.

FMCG companies are now shifting from tactical hiring to strategic talent investment, reinforcing the importance of senior appointments that align with future growth horizons.

Shared trends across all sectors

Despite industry differences, several cross-sector recruitment themes defined 2025:

1. Skills-First Hiring

Organisations prioritised demonstrated capability, not just credentials, when targeting mid-level to senior professionals. Technical fluency paired with digital literacy became a must-have.

2. AI & Data-Enabled Recruitment

Many businesses enhanced efficiency with AI-assisted shortlisting and candidate engagement, while human expertise ensured fit and cultural alignment remained central.

3. Employer Brand Matters

Senior candidates had more leverage than ever. Employer value propositions highlighting development pathways, innovation focus and flexibility became critical for attracting top leadership talent.

4. Interim Leadership Growth

Across automotive, aerospace and FMCG, interim and project-based senior appointments rose as businesses balanced agility with strategic transformation timelines.

What this means for 2026 talent strategy

Whether you’re planning leadership hiring, refining workforce strategies or navigating a competitive executive landscape, these insights should shape your 2026 approach:

For Employers

• Strengthen long-term workforce planning, especially for technical and digital leadership roles.
• Elevate your employer value proposition (EVP) to reflect flexibility, growth and purpose.
• Use mid-senior interim expertise strategically where permanent hires are hard to secure.

For Candidates

• Prioritise hybrid technical–digital skill sets, especially where technology integration intersects with leadership.
• Consider interim leadership opportunities as strategic career accelerators.
• Target sectors where transformation intersects with long-term career growth.

Download our full 2025 end-of-year report

Want deeper insights, sector benchmarks and exclusive hiring data from 2025?
Download our End of Year Report now – packed with analysis to inform your 2026 talent decisions