If you’re feeling stuck or in a hiring freeze, you’re definitely not alone. Companies came into 2025 expecting to grow headcount – maybe not aggressively, but steadily. Then trade uncertainty shook those plans, budgets got frozen, and suddenly everyone’s asking the same question: How do we keep moving forward when we can’t hire?
I (Jamie Duong, Marketing Director at Celarity) recently sat down with Debbie Schwake, fractional CMO and community builder for professionals in career transition, and Sarah Morgan, Senior Recruiter at Celarity, to unpack the realities of hiring and job searching in a paused-growth environment.
We covered candidate frustration, freelancer pivots, hiring manager fear, and real ways to move forward, whether you’re looking for work or planning to hire.
The Numbers Don’t Lie: This Market Is Tough
Let’s start with the reality check. It’s taking an average of 42 days to fill a role right now, but we’re hearing about processes that stretch for months. One recent example? A job seeker who went through 22 rounds of interviews for a single director-level role.
Twenty-two rounds. Let that sink in.
This isn’t just about being thorough anymore. When hiring processes stretch that long, it signals something deeper: companies are paralyzed by choice and terrified of making the wrong decision.
Feeling overwhelmed by these challenges? You’re not alone. We’ve created a comprehensive Hiring Freeze Leadership Guide with a 5-step action plan to help you navigate exactly these situations.
The “Unicorn Role” Problem (And Why It’s Backfiring)
Here’s what’s happening: some organizations are asking for candidates who can fill three or more roles in one neatly packaged hire. Need someone for digital marketing? Great, but they also need to handle eCommerce and project management. Looking for a communications person? Perfect, but can they also do graphic design?
The problem: When you hire someone to cover marketing, design, and project management, you often get someone who’s mediocre at all three instead of excellent at one.
Smart leaders are rethinking this approach entirely. Instead of searching for unicorns, they’re building teams of specialists – fractional experts, consultants, and contractors who can deliver excellence in their specific areas.
Debbie put it perfectly: “You have to look at your plan and be more intentional about continually looking at that as a cycle. What do I need now? How am I gonna fill those roles now? And if not a long-term full-time person, I have to think about filling that specialty differently.”
Why Contract Roles are Dominating Hiring
If you’ve noticed more contract roles lately during your job search, you’re not imagining it. From Celarity’s perspective, entry-level positions are exclusively contract now. Mid-level roles are heading that direction too. Companies are saving their permanent positions for senior leadership roles where they need long-term strategic thinking.
This shift serves multiple purposes:
- Try before you buy: Hiring managers can test fit without the fear of layoffs later
- Flexibility: Companies can scale up or down based on actual needs
- Specialized expertise: Access to skills they can’t afford full-time
For candidates, this means adapting expectations. Contract work isn’t the consolation prize anymore – it’s often the main event.
What Candidates Really Need in a Hiring Freeze
The job search experience right now is exhausting. People are seeing roles that interest them (which is better than six months ago), getting interviews, and then being told they were “the runner up.”
The market is saturated with equally awesome people, making it incredibly hard to differentiate. But here’s what hiring managers need to understand: when you put someone through an extensive process and then ghost them, you’re not just losing that candidate – you’re damaging your company’s reputation.
The fix is surprisingly simple: transparency and regular communication. Candidates don’t need constant good news; they need to know you haven’t forgotten about them. Even a “we went in a different direction and here’s why” or a “no news yet” message beats radio silence.
How to Actually Stand Out (For Both Sides)
For candidates: Stop reading your resume out loud. Hiring managers have already seen it – that’s what got you the interview. Instead, tell them what lights you up about the work, connect your past experience to their specific needs, and let your personality show through.
“Show me that personality,” as one recruiter put it. “Don’t use the word passion – I want to see the passion in your words when you’re telling me who you are.”
For hiring managers: Build your network before you need it. Keep a running list of people you’d love to hire someday. When the green light comes, you’ll be ready to move quickly instead of starting from scratch.
The Freelancer Question Everyone’s Asking
Should you consider freelancing during this market? The income diversification can be appealing, especially when traditional roles are taking forever to land. But here’s the reality: freelancing isn’t just about being good at your craft. You also need to master project management, client communication, and business development.
The people who succeed at freelancing aren’t necessarily the best graphic designers or marketing strategists – they’re the ones who can manage multiple clients, juggle timelines, and handle their own business operations.
One insight that stood out: many freelancers struggle not with the work itself, but with the project management side.
What This Means for Your Cover Letter (Spoiler: Maybe Nothing)
Here’s some refreshing honesty: most hiring managers don’t read cover letters anymore. Your LinkedIn “About” section has become far more important for telling your story during AND outside of a job search.
If you do write a cover letter, make it laser-focused: “You want this, I’ve done this, here’s why that matters to you.” Short and simple.
The Light at the End of the Tunnel
Despite the challenges, there’s reason for optimism. We’re seeing more people land roles after extended searches, and companies are feeling more confident about the second half of 2025.
The organizations that will come out ahead are those using this pause strategically. They are optimizing their current teams, building relationships with freelancers and contractors, and preparing their hiring processes for when the green light comes.
Your Next Steps
Whether you’re a hiring manager trying to do more with your current team or a professional navigating this challenging market, remember: this holding pattern won’t last forever. Use this time to build relationships, refine your processes, and position yourself for the opportunities ahead.
Now is the time to put yourself out there. The worst anyone can say is no – and that’s really not that bad.
Ready to Navigate This Market Strategically?
This conversation barely scratched the surface of what leaders need to know about thriving during hiring freezes.
Want the complete playbook? Check out our Hiring Freeze Leadership Guide for a detailed action plan, proven strategies, and frameworks that forward-thinking hiring managers are using right now.
Watch the full conversation where we dive deeper into managing team morale, building freelancer networks, and preparing for when hiring opens back up.
Need personalized guidance? Our team helps leaders optimize current resources, build talent pipelines, and create hiring strategies that work in any market. Let’s talk about your specific situation.
FAQ
Q: How long do hiring freezes typically last?
Most hiring freezes last 3-6 months, though some extend longer depending on economic conditions. The key is using this time strategically rather than just waiting it out.
Q: Should I take a contract role if I want permanent work?
Yes, especially in this market. We’ve seen many contract roles convert to permanent positions, and contract work keeps you active, builds your network, and often pays well. It’s better than waiting on the sidelines.
Q: How often should I follow up with recruiters during slow hiring periods?
Every 2-3 weeks is perfect. A quick “checking in” email never bothers good recruiters and keeps you top of mind when new roles come in.
Q: Is it worth applying to “unicorn roles” that ask for everything?
Apply if you’re genuinely strong in the primary skill they need, but be realistic about the role’s sustainability. Companies asking for three jobs in one often struggle with employee satisfaction.
Q: What should I do if a company ghosts me after multiple interviews?
Send one polite follow-up asking for feedback, then move on. Unfortunately, this is common right now. Focus your energy on opportunities that communicate professionally.
Q: Should I consider freelancing if I can’t find full-time work?
If you have strong project management skills and can handle the business side, yes. But freelancing isn’t just about your core expertise – you need to manage clients, timelines, and finances too.
Q: How do I keep my team motivated during a hiring freeze?
Be transparent about the situation, focus on skill development opportunities, and communicate your long-term vision. Teams handle uncertainty better when they feel informed and valued.
Q: Are cover letters still important?
Most hiring managers don’t read them anymore. Focus your energy on a strong LinkedIn profile and interview preparation instead.
