Exploring Career Challenges

After we tracked 57,000 global development job postings through one of our sector's worst years, here's what our recent data reveals about who's getting hired - and why: 👉 Trade and policy jobs dropped 31%. The work didn't. It just fragmented into climate finance, blended finance, digital infrastructure roles. So if you're job searching right now, try swapping your usual search terms for things like "public-private partnerships" and see what comes up. 👉 Infrastructure is the only sub-sector adding jobs (+2.4%). If you've touched supply chains, procurement, construction oversight, asset management - even tangentially - consider leading with it. You don't need to pivot your entire career - you're just emphasizing the parts of your background that align with where organizations are currently spending. 👉 Contract work jumped to 44% of postings. Some people are setting up actual businesses - LLCs, separate accounts, insurance. Not required, but it shifts the dynamic from "hire me" to "are we a fit?" And clients pick up on that shift immediately. 👉 The "spray and pray" application strategy is failing at scale. Our data shows 5 real conversations per week outperform 20 cold applications. 👉 Geographic flexibility can dramatically boost hirability. A role posted as "remote" gets 500+ applicants. Same role in Mozambique or Nigeria? Under 50. If you’ve been thinking about relocating, now might be the time. 👉 Here's a networking question that actually works: Instead of asking "do you know any openings?" try "what's your budget situation looking like?" You'll learn pretty quickly which organizations are actually hiring. We all know 2025 was brutal. A year I never expected to see after covering this sector for 25 years. But here's what we’ve been finding: the people finding work aren't necessarily better qualified - they're adapting quickly to what the market actually responds to now. Take that mindset into 2026. #JobsOnTheRise

As Adam Ritchie aptly puts it- “The first word in the phrase, “personal brand” is “personal.” Now add an “ity” to it, drop the “brand” and that’s what it really means. That’s the secret”. Personal branding begins with self-awareness. The first step is understanding yourself thoroughly, and a SWOT Analysis is an excellent tool for this. 𝐇𝐞𝐫𝐞’𝐬 𝐚 𝐟𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤 𝐟𝐨𝐫 𝐮𝐬𝐢𝐧𝐠 𝐒𝐖𝐎𝐓 𝐀𝐧𝐚𝐥𝐲𝐬𝐢𝐬 𝐢𝐧 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐛𝐫𝐚𝐧𝐝𝐢𝐧𝐠: 1️⃣ Strengths: ✓Unique skills and talents ✓Notable achievements and accolades ✓Valuable professional network 2️⃣Weaknesses: ✓ Skills or traits needing improvement. ✓Personal challenges, like lack of confidence. ✓Feedback from others highlighting areas for growth. 3️⃣ Opportunities: ✓Emerging trends and growth areas: Look at the trends in your industry and identify areas where you can grow or pivot. Are there emerging fields or technologies you can tap into? ✓Ways to leverage strengths for new ventures: Identify how your strengths can open doors for you. For instance, if you're skilled at networking, there might be opportunities to speak at events or join influential groups. ✓Expanding presence through new platforms 4️⃣ Threats: ✓Competition and industry rivals: Understand who your competitors are in your field. What are they doing that you aren’t? How can you differentiate yourself? ✓ External factors affecting relevance ✓Risks like overextension or outdated knowledge. Once you’ve completed your SWOT analysis, use it to craft a strategic plan for your personal brand. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧: Building on your strengths Addressing your weaknesses Capitalizing on opportunities Preparing for potential threats. #personalbranding #growth #success #networking #opportunity

The market is starting to flood with former Big Four talent: smart, credentialed, and well-trained professionals, many now rethinking their next move as demand cools and internal promotion paths hit a wall. The volume is rising fast, with hundreds chasing the same roles at the same firms, all at once. But in a risk-averse talent market, these near-identical profiles blur into one another. Differentiation among so many candidates coming from the same four firms is tough. A polished résumé and a prestigious brand name won’t cut it. Employers are looking for edge: clear commercial impact, depth of expertise, and signals that illustrate leadership potential. If your story doesn’t cut through the noise, you’ll be overlooked, no matter how strong your background. The result? Bloated shortlists. Dragged-out hiring cycles. Great candidates sitting idle while firms hesitate. The bottleneck is real, especially at the junior to mid-management level, where the supply-demand imbalance is most stark. For hiring firms, now’s the time to get clearer on what “top talent” actually looks like. For candidates, it’s a wake-up call: refine the message and be bold about how you stand out. In this environment, clarity and conviction win the room.

Breaking the Class Ceiling After my last post on fashion’s misogyny problem, one comment from stopped me mid-scroll: “The industry is still dominated by women who come from wealth… These girls can afford to do internships for free. Therefore have no incentive to speak up and make a change from within. Some class diversity is the missing piece.” As someone who grew up in a working-class family, it resonated with my lived experience, the PRs that loved the sound of their own voives and the C-suite executives that amplified my imposter syndrome. My reply was simple: True class diversity is the missing piece — and it’s often the most overlooked and/or misunderstood one. Because while some corners of fashion are dominated by privileged (largely white) women, the men sitting across the table are often even more privileged (and even more white). The truth is, privilege isn’t just about gender or ethnicity. It's a gatekeeping of all "others". It’s about class — who can afford to stay, to intern for free, to take risks without ruin. As a recent CNN Style feature (link in the comments) pointed out; “McQueen wouldn’t have made it today. He needed a benefactor in Isabella Blow. There aren’t that many people like Izzy kicking around now.” It's a quote that stirred the comment section, but I wholeheartedly agree. It's not impossible for a child of a taxi drivers to make it 2025 but it's extremely unlikely. Why? With tuition fees up 41%, London rents over £20,000 a year, and catwalk slots costing £30,000, the pathway for working-class creativity has all but collapsed. British Fashion Council CEO Laura Weir is trying to change that — waiving show fees, taking designers back into schools, and decentralising access to opportunity. “It is profoundly difficult to be working-class in Britain,” she told CNN. “The barriers are numerous.” And she’s right. But the barriers are deeper rooted than those faced by emerging designers. Also, those barriers don’t end with design. They cut across PR, publishing, marketing, styling — all the “invisible” creative labour that makes fashion function. And into the wider creative industries too! Fashion’s next frontier isn’t just gender or race diversity. It’s class too. Because when only the privileged can afford to create, we lose what made fashion radical in the first place: risk, urgency, and the raw brilliance born from having nothing to lose. Give working-class kids access to the arts — and history shows what happens. You get McQueen. You get Westwood. You get revolution.

𝗟𝗮𝘆𝗼𝗳𝗳𝘀 𝗮𝗿𝗲 𝗵𝗮𝗽𝗽𝗲𝗻𝗶𝗻𝗴 𝗲𝘃𝗲𝗿𝘆𝘄𝗵𝗲𝗿𝗲 𝗿𝗶𝗴𝗵𝘁 𝗻𝗼𝘄. If you still have your job, that’s a blessing. But don’t put all your eggs in one basket. 𝗨𝘀𝗲 𝘁𝗵𝗲 𝘁𝗶𝗺𝗲 𝗼𝘂𝘁𝘀𝗶𝗱𝗲 𝘆𝗼𝘂𝗿 𝟵–𝟱 𝘁𝗼 𝘀𝘁𝗮𝗿𝘁 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗳𝗼𝗿 𝘆𝗼𝘂. If you’re not sure where to start, I recommend building an 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗯𝗿𝗮𝗻𝗱: 📌One that reflects your values 📌What you stand for and 📌Your personal story When you have a strong personal brand, you’re not just waiting for opportunities... they start chasing you. One of the best decisions I made was building my personal brand while I still had a 9–5 job. I simply started showing up online... sharing what I knew and being honest about my journey. And when I relocated to the UK with no job lined up, my personal brand showed up for me. 📌It became something I could fall back on 📌It gave me options 📌It opened doors Best investment of my time... no regrets! So if you're reading this and thinking, “I’ll start someday”… Remember: time waits for no one. Start now...even if it’s just one post a week. You’ll thank yourself later. 🔁 If this resonates, feel free to repost...someone in your network might need it today. Follow Chekwube Uchea for real, honest conversations and practical guidance on: • Navigating career transitions. • Building a personal brand that opens doors. • Showing up authentically, especially as a black immigrant or underrepresented voice. #ChekwubeUchea #PersonalBranding #Layoffs #CareerTips #BuildInPublic

💬 When I was asked by Drapers how the role of the fashion buyer is changing… …I couldn’t help but reflect on what I’ve seen happen across the industry 📣 “What we're seeing now is a loss of that training background. People are going into startup brands at higher levels than they would at retailers, and don't have the same experience or perspective.” Retail head office roles used to be the training ground. You learned how to trade, how to plan, how to manage stock and protect margin, all with support around you. But with fewer retailers and fewer traditional roles available, that hands-on training is disappearing. People are launching brands or stepping into senior roles earlier — and while they’ve got the creativity and drive, they often haven’t had the space to build that commercial depth. It’s not a criticism. It’s just what’s happening. But it does explain why so many small business owners feel overwhelmed by their numbers. They’ve never been taught how to read the data or trade the range, because there was no one there to show them. That’s a big part of why I started Flourish Retail, and why I co-founded The Merchandising School — to bridge that gap. To give small businesses and emerging teams the tools, confidence and thinking that used to be baked into traditional retail careers. Because while the industry is changing, the fundamentals still matter. 💬 Have you felt this shift — in your own business or your team? Where do you see the biggest knowledge gaps showing up? #FlourishWithNumbers #TheMerchandisingSchool #Drapers

BUILDING YOUR PERSONAL BRAND - YOUR CAREER GAME CHANGER Personal branding is about intentionaly building your reputation, credibility and a recognition - it is about how others perceive your unique value. In today's competitive landscape, having strong skills isn't enough—you need people to know what you stand for, what problems you solve, and why they should choose to work with you. It's a myth that it is only required for CEO's or thought leaders, the truth is that anyone who needs to differentiate themselves need to focus on building brand YOU. Whether you're a project manager, a sales executive, or a fresh graduate, your personal brand helps you stand out in a sea of similar profiles. Why Personal Branding Matters in Business: Your personal brand directly impacts your professional opportunities. It builds trust, advocates your skills and positions you as a reputed professional before you even walk into a room. When colleagues, clients, or potential employers can clearly articulate what you are known for—your expertise, your approach, your values—you become their go-to person for specific challenges. This visibility leads to better projects, speaking opportunities, promotions, and partnerships. How can you build your personal brand? 📌Be Consistently Authentic - Your brand should reflect who you genuinely are, not who you think others want you to be. Share insights from your real experiences, challenges you've overcome, and lessons you've learned. 📌Focus on Your Unique Intersection: What's the sweet spot where your skills, passions, and market needs overlap? Maybe you're the finance expert who simplifies complex data, or the introvert who builds incredible team trust through quiet leadership. 📌Share Knowledge Generously: Post or talk about industry trends, share frameworks that have worked for you, or offer solutions to common problems in your field. Guiding others positions you as a thought leader. 📌Engage Meaningfully: Don't just broadcast—have conversations. Build genuine connections within your industry. 📌Tell Your Story: People connect with narratives, not just credentials. Share the journey that led you to your current expertise, including the pivots and learnings that shaped your perspective. 📌Be Patient and Consistent: Personal branding is a marathon, not a sprint. Regular and authentic interactions compound over time to build recognition and trust. ➡Your personal brand isn't about self-promotion—it's about service. When you clearly communicate the value you bring, you make it easier for the right opportunities and people to find you. 🔎Ready to clarify your unique value and build a personal brand that opens doors - Connect with me to discuss how we can position you for the recognition and opportunities you deserve. ✉ www.sonniasingh.com #sonniasingh #sonniasinghleadershipcoach #leadershipdevelopment #PersonalBranding #CareerDevelopment #AuthenticLeadership #ProfessionalGrowth #CareerCoaching

In today’s fiercely competitive job market, the concept of 'unemployables' is becoming a stark reality. The Korn Ferry article "The New ‘Unemployables’: A Scary Future" sheds light on a troubling trend where skilled and experienced professionals find themselves on the sidelines, struggling to secure roles even in a deceivingly robust job market. I've seen firsthand how crucial it is to build and maintain a strong personal brand from the very beginning of your career until the end. Personal branding isn't just a buzzword; it's a game you have to play actively. You can't afford to sit on the sidelines or you risk becoming unemployable in a market like this. Here’s why personal branding is vital: 👉 Differentiation in a Crowded Market: With firms hoarding talent and reducing new hiring, standing out is more critical than ever. Your personal brand differentiates you from others, showcasing your unique skills, experiences, and value proposition. 👉 Adaptability and Relevance: Building a personal brand means continually evolving and adapting to new trends and technologies, such as AI. This proactive approach ensures you remain relevant and competitive in your field. 👉 Networking and Opportunities: A strong personal brand helps you build a robust professional network. Engaging on platforms like LinkedIn, sharing insights, and demonstrating your expertise can lead to new opportunities and keep you visible to potential employers. 👉 Resilience in Career Transitions: Whether you’re shifting jobs or facing industry disruptions, a well-established personal brand provides a foundation of trust and recognition that can ease transitions and open doors. ✅ In a market where AI and economic shifts are creating unprecedented challenges, investing in your personal brand is not just advisable; it’s essential. It’s a continuous journey of growth, learning, and engagement. Remember, in the game of personal branding, you have to be an active player to stay employable and thrive in your career. ✅ Stay proactive, keep learning, and make your personal brand your strongest asset. For a deeper dive into this topic, check out Korn Ferry's recent article by my colleagues Dan Kaplan, Mark Arian, Adam Prager, David Vied and David Ellis, PhD on the competitive nature of today’s job market. #CareerDevelopment #PersonalBranding #JobMarket #AI #ProfessionalGrowth #Recruitment

Too much legal tech content is performance, not analysis. It circulates because it requires no sustained thought: a tool announcement, a vague efficiency claim, a prediction divorced from mechanism. This serves the person posting. It does not serve the profession. Legal professionals considering technology adoption face concrete structural questions that popular commentary systematically avoids. When you implement document automation, you are making explicit decisions about knowledge transfer. Which analytical patterns will your newer lawyers never learn through repetition? How does competency develop when the formative tasks disappear? For legal professionals sharing knowledge about technology: your obligation is to examine mechanisms and tradeoffs, not to amplify adoption narratives. The profession needs people who can think clearly about these tools, not people who just promote them. #legaltech #innovation #law #business #learning

TOP FRUSTRATIONS OF EXECUTIVE CANDIDATES Employers need leaders and senior execs - so why is the search process for these pros so slow and so full of obstacles? Here are the top complaints of executive-level candidates: According to 2026 hiring trends and career experts, key concerns include: 1. Prolonged Search Timelines and "Black Hole" Applications  Extended Unemployment: Executive searches are taking longer, with many top leaders spending 6–12 months or more securing a role. The "Black Hole": High-level candidates often feel their applications disappear into ATS (Applicant Tracking Systems) and AI-screening tools, never reaching a human. Silence as Response: Candidates frequently encounter long periods of silence, leading to anxiety and a loss of momentum, even after engaging in interviews. 2. Ageism and "Overqualified" Labeling Age Discrimination: Often beginning as early as 40, ageism hits hard at 50+, with older professionals overlooked for "high-energy" cultures or deemed too expensive. Hidden Age Bias: Recruiters may use "overqualified" as code for "too old" or "too expensive" to mask discriminatory hiring practices. Tech Stereotypes: Candidates feel perceived as tech-phobic or inflexible, despite often having more experience adapting to change than younger employees. 3. The Myth of the "High-Touch" Executive Search Disrespectful Process: Contrary to the belief that top-tier roles are high-touch, many executives report poor candidate experiences, including a lack of timely feedback or communication from recruiters. Discreet Hiring: Many top positions are filled internally or through private networking, leaving qualified external candidates fighting for a tiny public market. 4. Identity and Ego Challenges Loss of Identity: Senior leaders, accustomed to being "the boss," can lose their sense of self-worth when forced into a junior-like job-search role. Emotional Toll: The process is often described as overwhelming and emotionally draining, forcing senior professionals to ask for help when they are used to solving all problems themselves. 5. Misalignment of Value and "Role Stretching" Too Broad Scope: Job descriptions often read like they are looking for three different leaders in one, making it difficult to demonstrate you can meet all expectations. "Task vs. Leadership" Gap: Many executives fail because their resume reads like a list of tasks, not a narrative of strategic impact or leadership. 6. "Interim" and "Fractional" Uncertainty Unstable Employment: Many roles are shifting toward temporary, fractional, or consulting positions, which provides income but not the stability senior leaders often seek. 7. The "Outsider" Risk Internal Candidates: Companies often prefer to promote from within for high-level roles, leaving external senior leaders struggling to prove they are worth the risk. If you're stuck in this vortex, DM me and we'll brainstorm. (Let's get you out.)