Courtesy of Josh Brenner
- Josh Brenner, the CEO of Hired, expects hiring to accelerate in 2024.
- He suggests people seeking a new job highlight their specialized skills before being asked.
- He also says companies should closely consider their DEI and return-to-office plans.
This as-told-to essay is based on a conversation with Josh Brenner, the 38-year-old CEO of Hired based in New York City. The following has been edited for length and clarity.
I became the CEO of Hired, a job-search marketplace, in 2020. Before that, my résumé included a blend of product-management and entrepreneurship roles. I've always believed that to grow in your career you must have a curious beginner's mindset, especially when entering new industries.
At the end of a year like 2023, that feels more true than ever. The job market saw a lot of turbulence between endless layoffs and slow growth.
We also saw a lot of companies pulling back on their remote-work promise. People who'd planned their lifestyles around working from home were called back into the office. Some people quit to find new opportunities they could do from their living room but were left with longer search times and fewer available roles.
I believe the job market will be different in 2024. Here are my top five predictions.
1. Hiring will accelerate in 2024
This year was significant for layoffs, but that doesn't mean we won't see any next year. I think companies, especially larger ones, will reignite growth in departments like research and development and sales.
Unlike the hiring booms in 2021 and 2022, employers will be more selective, targeting individuals who precisely meet their expectations. I've seen a notable increase in hiring requirements for experts proficient in AI and machine learning, often linked to specific geographic locations like NYC or San Francisco.
Companies that handled layoffs poorly will feel the heat when they start trying to hire again. Employees are now communicative about layoffs and how they were handled on platforms like LinkedIn and Glassdoor, and those stories become part of the employer's brand. Job seekers read reviews of companies, and it might prohibit them from applying for positions at places with bad reputations.
In 2024, companies who may have mishandled layoffs last year should be up front and have a playbook for how they'll evolve so they can talk through those plans with candidates who might have hesitations about working there.
2. Companies will prioritize candidates who demonstrate specialized skills
In 2024, we'll continue to see a shift toward highly specialized, in-demand skills like data science, machine learning, and cybersecurity.
It could help those entering the job market early in their career to ensure their skills are specialized and focused. In addition to highlighting skills in a résumé and cover letter, show companies how you use them. Don't wait to take a test during the interview process — be proactive. I recommend taking a skill-assessment test and sharing those results in the application process.
If there are specialized skills that a job asks for and you don't have them, invest time in learning them before applying. Take online courses, learn for free on YouTube, or work as an apprentice for someone willing to teach you. Then demonstrate those skills by working on an example project, freelancing, volunteering on the side, or taking an assessment.
3. Companies might deprioritize diversity and inclusion
Hired noticed this year, when examining open positions, that companies were deprioritizing diversity and inclusion when hiring. We saw this trend especially with chief diversity officers facing reductions during organizational layoffs and remote-work scale-backs.
If companies focus on tightening their budgets in this way, they could be jeopardizing their ability to cultivate inclusive workplaces and limiting their likelihood of bringing on a diverse pool of candidates. More-diverse teams are more successful, so this will be a risk for companies and may create a domino effect that could hurt morale, productivity, and employee retention.
This isn't true for all companies, so if this matters to you as a job seeker, use terms like "DEI," "DEIB," "inclusive," and "equality" to search for specific initiatives from companies that prioritize diversity and inclusion in the hiring process.
4. AI won't replace all jobs, but it will assist with mundane tasks
2024 isn't the time to fear that AI will replace your job entirely. Instead, technology will help take more repetitive tasks off your plate.
People with HR roles who follow up with candidates, schedule interviews, and give feedback can use AI copilots to assist with customized outreach. They can then spend time on the more human-centric aspects of their roles, like fostering meaningful conversations and interactions with candidates.
AI replacing jobs could still be a longer-term risk that may happen over the next several years. Instead of worrying about that now, I encourage job seekers to be curious about new technology and skills. If something interests you and you're not doing it in your current role, invest time learning about that emerging technology or skill.
5. Inflexible return-to-office policies will harm employee retention
If companies want to recruit and retain underrepresented talent, particularly caregivers, lower-income families, and those with disabilities, they might need to adjust their return-to-office policies in 2024.
The myth that remote workers are less committed or productive hinders diversity and belonging. Companies that fail to incorporate commuter perks, flexible schedules, and childcare support into their benefits packages will struggle with attrition and lose out on quality talent.
In the past few years we've seen more job seekers care that a company's mission, values, and vision align with what matters to them. People spend much of their lives at work, so if they end up in the wrong place, it can negatively impact them in many ways.
My advice to job seekers in 2024 is to be considerate of what role you accept. While foundational roles like front-end, back-end, and full-stack development may be gradually displaced amid automation, the emergence of specialized fields fueled by AI acceleration presents new opportunities for job seekers to distinguish themselves.