Recruitment Trends for Q1 2026 and Forecasts from Robert Kenward, Jigsaw Talent Solutions

Senior recruitment specialist Robert Kenward shares his live insights from across events and experiential agency owners, HR professionals and C-suite decision makers. Q1 2026 reveals the industry dealing with the real consequences of last year’s mergers, a spike in resignations, the limits of DIY hiring and a growing demand for sales and client services professionals.

Below are the standout Q1 2026 trends, plus forecasts for the months ahead.

Trend 1: The M&A Confetti Has Settled -Now Come the Redundancies

Last year saw a flurry of mergers and acquisitions across the events and experiential agency landscape. But now the celebrations have ended and the operational reality has begun. “Once the confetti is swept away, the hard work starts,” says Kenward. “You suddenly realise you’ve got three Managing Directors, two Client Services Directors and overlapping teams. The easiest cost to cut is people.”

As a result, Q1 has seen a noticeable wave of redundancies across merged businesses as organisations streamline duplicated roles and reduce overheads. “In the last ten years, I’ve never seen so many redundancies in one quarter,” Kenward explains. “This isn’t about performance -it’s simply the structural reality of consolidation.”

Trend 2: Culture Shock Is Driving a Wave of Resignations

Redundancies are only part of the story. The other side of post-acquisition integration is a surge in voluntary departures. Employees who joined smaller, founder-led agencies often find the culture shifts dramatically once a larger network takes over. “People suddenly realise the job isn’t the same anymore,” says Kenward. “The autonomy disappears. Decisions now go through three layers of management. Even simple things like flexible working or informal culture change overnight.”

The result is a wave of experienced professionals handing in their notice. “Some people are simply deciding the new environment isn’t for them. I’ve seen more resignations this quarter than I expected, particularly among mid-to-senior level talent.”

Trend 3: DIY Recruitment Is Backfiring

Another clear pattern in Q1 is the number of businesses attempting to handle hiring themselves -often using LinkedIn and internal referrals -only to struggle. “LinkedIn quick-apply has made recruitment look deceptively easy,” says Kenward. “You post a role, press a button and suddenly you’ve got 100 applications. But volume isn’t the same as quality.”

Many companies are finding themselves overwhelmed by unsuitable applications or hiring too quickly based on familiarity rather than evidence. “Hiring a friend of a colleague or someone who ‘seems great’ can work -but it’s a 50/50 gamble. Proper recruitment processes exist for a reason.”

Kenward says he is increasingly hearing from clients who initially tried to fill roles themselves but eventually return for help. “I’ve never had so many conversations starting with: ‘We’ve been trying to hire this role for six months -can you help?’”

Trend 4: Sales and Client Services Roles Dominate Hiring

Demand for sales and client services professionals remains the most consistent hiring trend of the quarter, and the timing is no coincidence. “Q4 bonuses get paid, then salespeople start looking around,” explains Kenward. “At the same time, many agencies are entering new financial years and setting growth targets.”

This creates a predictable cycle: companies want to expand revenue while experienced sales talent becomes newly available. “Businesses are investing in both new business roles and client services positions,” says Kenward. “It’s often cheaper and more effective to grow existing client relationships than constantly chase new logos.”

Trend 5: Leaders Are Choosing Smaller, Peer-to-Peer Industry Gatherings

Another shift happening quietly across the industry is how senior leaders are networking. Rather than attending large industry exhibitions or conferences, many executives are gravitating towards smaller, peer-focused gatherings. “Senior leaders increasingly want to sit in a room with people who have the same problems,” says Kenward. “Those conversations are more valuable than walking around a trade show floor.”

Invite-only lunches, small leadership forums and peer groups are growing in popularity. “The tone is collaboration rather than competition. Leaders are openly sharing challenges and advice -and that’s healthy for the industry.”

Forecasts for the Months Ahead

1) Talent Will Continue Returning from the Middle East

Kenward expects to see a growing number of professionals returning from roles in the Middle East over the next six months. “We’re already seeing the first wave,” he says. “Some people went abroad during the boom years, but many are now returning due to the neighbouring conflict.” This returning talent could add further depth to the UK candidate pool during 2026.

2) Agencies Will Reduce Dependence on Single Large Clients

One of the lessons many agencies are learning is the risk of relying too heavily on one major client -even when multiple stakeholders are involved. “In the past, agencies felt safe if they worked with several different brands within one big client,” explains Kenward. “But procurement changes can wipe that out overnight.”

As a result, more agencies are looking to truly diversify their client base and reduce concentration risk. “The smart businesses are spreading revenue across multiple clients rather than relying on one large relationship.”

3) The Market Is Healthier Than It Sounds

Despite the headlines, Kenward says many agencies are quietly performing well. “The mood in the industry is very British right now,” he explains. “People are doing okay, sometimes even well, but they’re not shouting about it.”

While a portion of the market continues to struggle, many businesses are stable or growing steadily. “There’s less hype than there was a couple of years ago,” says Kenward. “But underneath that, a lot of agencies are actually in a solid place.”

4) Pharma and Healthcare focused agencies will have a bumper year

Pharma and healthcare events are starting to shift, with more demand for creative, experience-led approaches inspired by faster-moving sectors like tech.

“Pharma has traditionally been more transactional,” says Kenward. “But now it’s looking at how to create more engaging experiences, without losing the scientific integrity.”

Barriers to entry remain high, with regulation, stakeholder complexity and compliance all key factors. But for agencies that can navigate that, the opportunity is significant.

“It’s a tough sector to break into, but once you’re in, it’s fantastic,” says Kenward. “It’s also a high-growth area, with strong government backing and long-term potential.”

In short: Q1 2026 is a quarter of adjustment rather than decline with the after-effects of consolidation, a recalibration of hiring strategies, and steady demand for commercial talent.

“The industry isn’t collapsing,” concludes Kenward. “It’s evolving. The smart businesses are adapting, diversifying and planning ahead.”

For more straight-talking insights from Robert Kenward and Jigsaw Talent Solutions, subscribe to Robert’s Recruitment Report for practical updates, live market intel and no-nonsense advice for employers and candidates.

About the author

Robert Kenward is a recruitment professional with over 21 years’ experience of events and recruitment.

Before specialising in recruitment for the mice, events and experiential sectors, he worked inhouse at several of the leading event agencies. He now works with many of the Top 100 agencies event agencies – understanding their needs and guiding their recruitment strategies. 

Every month, he interviews over 100 different events and experiential professionals giving him insights into recruitment trends and issues. His work involves understanding people, their skills, personality and experience and honing in to really understand whether they would be a great fit for a particular agency.