I had the pleasure of working with Cavendish Maine during my job search and I can't recommend them highly enough. Incredibly professional, assertive, and supported me through every step of landing the role. Always provided clear communication between myself and my now employer and I am now in a position I’m truly excited about.

Absolutely 100% professional. For anyone in need of assistance, I cannot recommend a better company to be in contact with. Quick to respond, roles suited, regular updates etc all come as standard.

Highly recommend Cavendish Maine, very good communication throughout, very professional and gave great advice. Thanks!

Cavendish Maine was great to deal with massive help with helping me obtain my new role in Teng Tools. I would 100% recommend Cavendish Maine if you’re looking for a career move.

I was recommended to use Cavendish Maine and I will absolutely do the same for the future. I would say to any company out there looking for a professional recruitment agency who values their clients, the team at Cavendish Maine is the one!! Thank you again for finding me the most amazing job within a few weeks of the start of my search.

It was an absolute pleasure dealing with Cavendish Maine. From our first conversation, they demonstrated exceptional attentiveness, communication was brilliant; and they kept me informed every step of the way.

The team at Cavendish Maine, always kept me well informed along the way with my search for a new role. They have a wealth of experience and a grounded friendly but always professional approach. I would highly recommend speaking with Cavendish Maine to assist you on your career search.

Introduction

At a time when the UK labour market remains tight but uncertain, employee attitudes are shifting in notable ways. Cavendish Maine’s latest observations suggest that professionals across sectors are becoming more risk-averse in their career decisions. Understanding this change is vital for employers seeking to attract and retain talent in an increasingly cautious environment.

Security Over Risk

Recent data suggests that employees are increasingly reluctant to change roles, even when new opportunities offer higher pay or improved conditions. The fear of “last in, first out” during potential restructuring, coupled with concerns about probation periods and job stability, is leading to a more cautious workforce. For many, the perceived safety of a known employer outweighs the potential rewards of a new position.

The Impact on Employers

For employers, this presents a double-edged sword. On one hand, greater employee retention can provide welcome stability. On the other, businesses seeking to attract new talent are finding it harder to tempt skilled professionals away from their current roles. Traditional incentives — salary increases, bonuses, or flexible working — are proving less effective when candidates’ primary concern is long-term security.

A New Employer Challenge

This trend places a new responsibility on employers: to communicate not only opportunity, but stability. Organisations that can demonstrate financial resilience, clear business direction, and a culture of long-term investment in their people will stand out in this cautious market. In short, ambition hasn’t disappeared — it’s simply been tempered by pragmatism. For now, job security is the new career currency, and employers must adapt their talent strategies accordingly.

Call to Action

If your organisation is finding it difficult to attract or retain talent in the current climate, now is the time to reassess how you communicate stability and long-term opportunity. Get in touch with our team to discuss how we can help you strengthen your employer brand and recruitment strategy in today’s changing market.

Cavendish Maine recently helped me secure the perfect new role, and I genuinely appreciate all the time, effort, and support provided throughout the process. From our first conversation to the final offer, everything was seamless — they kept me informed at every stage, offered valuable advice, and made the entire experience smooth and stress-free.

1. Adopt a “pre-need” mindset”

Waiting until a role is vacant means you are always behind. Proactive talent mapping and early engagement ensure you are ready to move quickly when opportunities or business-critical needs arise.

2. Combine talent mapping with competitor intelligence

MUnderstanding where the best candidates are, how they are rewarded, and what motivates them allows you to benchmark effectively and anticipate shifts in the market. This intelligence enables a faster, more targeted approach when engaging future talent.

3. Strengthen your employer brand and role narrative

Senior-level professionals in insurance have options. To stand out, your narrative needs to go beyond product and process. Clear messaging around culture, purpose, leadership style, flexibility, and progression will make your organisation more attractive to top performers.

4. Diversify sourcing channels and widen the talent pool

Relying on traditional recruitment methods often limits reach. Tapping into regional networks, cross-sector expertise, and underexplored channels can uncover fresh skills and perspectives that add real long-term value.

5. Build and nurture relationships over time

A pipeline is not just a list of names. Consistent engagement, market updates, and ongoing dialogue build trust and ensure candidates remain warm and interested. When the time comes to hire, this preparation pays dividends.

6. Embed flexibility into role design

The skills needed today may not be the same tomorrow. Building flexibility into role specifications and career paths ensures that your hires can adapt to changing demands, keeping your business agile.

7. Use data and metrics to assess pipeline health

Measure more than just time-to-fill. Track candidate quality, engagement levels, drop-off points, and conversion ratios. These insights will highlight weaknesses and allow you to strengthen your approach before gaps become critical.

8. Invest in succession and upskilling pathways

Future-proofing doesn’t only mean external hiring. Identify high-potential talent within your organisation and provide them with the exposure, development, and opportunities they need to step up into senior roles.

9. Leverage specialist partnerships for niche roles

When seeking scarce or highly specialist talent, for example in emerging areas like insurtech, cyber risk, or regulatory change, partnering with a search consultancy that knows the sector can make the difference between success and frustration.

10. Regularly review and refresh your approach

Markets evolve and so do candidate expectations. Pipelines must be revisited and refined regularly to remain aligned with business strategy and industry dynamics. 

How Cavendish Maine Can Help

At Cavendish Maine, we work with insurance businesses to design and deliver talent pipelines that are built for the future. Our approach is consultative and search-led, combining deep market knowledge with long-standing industry networks to help you attract and retain the individuals who will drive your business forward.