How hybrid work and AI are shaping HR, admin and legal hiring in 2025–2026
Hiring activity across HR, admin and legal functions is building momentum as financial services organisations prepare for 2025–2026. Insights from Erica Ravich (Frazer Jones) and John Spinosa (Taylor Root) reveal a market that is competitive, fast-moving and increasingly shaped by expectations around hybrid work, AI adoption and evolving skill sets. Their perspectives highlight shared trends across functions, as well as important differences in how candidates and employers are navigating the year ahead. This reflects broader shifts seen across specialist recruitment across HR, legal and business support.
A competitive market across HR, admin and legal
Erica described the financial services hiring landscape as one of the most competitive she has seen in her twelve years of recruiting. High-performing candidates are receiving multiple offers, and organizations are moving quickly to secure talent before competitors do. She noted that candidates are “being snatched up quite quickly and at a high price,” with compensation pushing upward in several areas of HR and administration as companies seek dedicated support from teams with deep HR recruitment expertise.
The admin market is particularly active. Roles such as executive assistants, office managers and administrative coordinators are in high demand, and Erica shared that the need for business support and administrative roles is “the strongest” she has seen in more than a decade. Recruiter and talent acquisition hiring is also increasing again, which she highlighted as a key indicator of wider organizational growth.
John sees a similar dynamic in legal recruitment. Financial services teams are competing for a limited pool of mid-level and senior legal talent, and clients who move decisively often secure the candidates they want. This trend is consistent across in-house legal hiring, where demand remains healthy and is expected to strengthen as organizations finalize their plans for 2026.
The return to in-office work is shaping candidate expectations
Hybrid work expectations are influencing both hiring decisions and how candidates assess new opportunities. For HR teams, admin roles and talent acquisition specialists, being consistently onsite is becoming the norm. Erica explained that these functions “set the tone” for workplace culture, and leaders want them present to support onboarding, employee experience and engagement. In financial services, many organisations are requiring four to five days a week in the office for these roles.
Legal candidates, however, are more reluctant to give up hybrid work. John noted that many legal professionals exploring new opportunities prefer two to three days in the office, and fully onsite roles can be a deterrent. This difference in expectations is shaping conversations around retention, flexible work and overall ways of working.
There are also generational considerations. Erica highlighted that earlier-career candidates often value hybrid work for social connection and career growth, while others prefer remote work and struggle with the transition back into the office. These preferences are influencing decision-making and job acceptance across HR, admin and legal roles.
AI is reshaping day-to-day work, not replacing the human element
AI adoption is emerging as a cross-functional theme, particularly within HR functions and business operations. Erica shared examples of organisations looking for HR professionals who can use AI tools to improve workflows, such as developing learning and development content or reducing hours spent on performance reviews. She emphasised the importance of maintaining the “human element,” especially in people-focused roles.
Both consultants noted that employers are increasingly interested in candidates who are comfortable using AI to support problem-solving and decision-making. This does not require deep technical expertise. Instead, HR leaders, admins and legal professionals who can use AI to streamline tasks, improve efficiency or support data-informed conversations are standing out. As more companies adopt AI in practical ways, familiarity with automation and AI tools is becoming a valuable part of career growth.
What skills are most in demand?
Across HR, admin and legal, organizations are prioritizing skill sets that reflect the evolving nature of work:
- Technical HR capabilities paired with the ability to interpret data
- Strong communication, adaptability and relationship-building skills
- AI literacy and confidence using AI tools in workflows
- Administrative professionals with professionalism, polish and strong cultural alignment
- Legal talent prepared to work in competitive markets and navigate tight hiring processes
- Candidates who can balance employee experience with operational needs
These skill sets are becoming central across financial services as organizations pursue efficiency, strengthen workplace culture and build future-ready teams.
The outlook for 2025–2026
Both Erica and John expect hiring to remain strong across HR, admin and legal as financial services organisations plan for growth. Competitive compensation for high performers, increased recruiter hiring and rising demand for blended technical and people-centric skills all point to continued activity.
Hybrid work and AI adoption will remain defining trends. Employers who communicate clearly about onsite expectations, support flexible work where possible and enable teams to use AI in meaningful but responsible ways will be well positioned to attract and retain talent in the year ahead.
Looking ahead: subtle shifts in the future of work
While HR professionals, admins and legal teams each face different challenges, their shared focus on employee engagement, workflows, flexible work and AI-driven ways of working reflects broader HR trends shaping the future of work. These shifts are small but significant and will continue to influence how organisations plan, hire and develop their people.
