The rules of finding talent have changed within the last few years. Candidates looking for high salaries and work-from-home options were easily accommodated. But those days are over. It has now become a battleground of negotiation, compromise, and recalibrated expectations.
Drawing on her experience across diverse markets, Corelia Morgan Cooper, founder at CMC Consulting, spoke exclusively with SiGMA World at AIBC Eurasia 2026 in Dubai. She observes one of the most significant changes in recruitment today: the power dynamic between candidates and employers.
“Five years ago, everything was in favour of the employee,” she explains. “A candidate could demand $100,000 and full remote work, and clients would often agree without hesitation.” Today, however, the market is far more competitive. Candidates must be prepared to negotiate. “The salary you want is not necessarily the salary you’re going to get,” Cooper cautions.
Remote work: A divisive issue
Global hiring in 2026 is stabilising but uneven: unemployment remains steady at 4.9 percent, while job quality is stagnating. In addition, companies are increasingly hiring across borders, with 63 percent now recruiting in at least five countries. Flexibility, transparency, and hybrid work remain key differentiators in attracting talent, according to multiple hiring platforms.
Still, the debate over remote work remains unresolved. While some employees insist on full remote arrangements, many businesses resist. “It’s all about finding that balance,” Cooper says. She believes hybrid work offers the best compromise, though it comes with challenges. Some offices are adopting stricter in-office requirements in some regions, according to Indeed’s Hiring Lab.
For new graduates, working from home can feel isolating. Without colleagues nearby, they miss out on learning the rhythms of business and building friendships.
Reflecting on her own early career, Cooper recalls: “During my first 100 days in recruitment, my best pitches came in a 100-person office. Doing that first call alone at home would have been terrifying.” She emphasises that camaraderie and team spirit, though replicable online, are never quite the same as sitting side by side and sharing the workplace experience.
Building companies without losing identity
When asked about the key ingredients for sustainable growth, Cooper stresses the importance of honesty about where a company is in its lifecycle. “A business five years into its growth phase can afford better talent, benefits, and structures,” she notes. “But transparency and trust remain the foundations of success.”
The role of AI in HR
Technology is reshaping recruitment, particularly AI. Cooper highlights its efficiency: “Creating a job description used to take two or three hours. Now, it can be done in seconds.” Yet she warns against overreliance. “AI is only as intelligent as the question you ask. It’s vital to use your own judgment to adapt AI outputs to your business.”
She advises candidates not to outsource their CVs entirely to AI. “If you do, your CV will look like hundreds of others. It should be personalised to you.”
Opportunities and risks ahead
Looking forward, Cooper sees rapid growth in HR tech and startups. Employees often wear multiple hats; they quickly gain diverse skills. Their work visibly shapes the company’s trajectory. Additionally, they thrive on experimentation, agility, and new ideas.
But Cooper also urges caution. Transitioning from an established company to a startup carries risk. “Some people become CEOs in three or four years with incredible growth journeys,” she says. “But for every success story, many startups fail. It’s important to weigh your personal situation before taking that leap.”
A new frontier rises beneath the skyline of São Paulo. From 06–09 April 2026, BiS SiGMA South America transforms LatAm’s gaming capital into a hub of innovation, bold talks, and billion-dollar opportunity. Don’t sit this one out.
