What does “culture” mean? How can we measure it?

According to CNBC, private employers added just 77,000 jobs in February 2025, significantly below expectations and the slowest growth since July. With economic concerns rising, you might assume hiring is getting easier or that candidates are lowering their expectations.

But here’s the reality: For the top candidates we're taking to, they aren’t settling.

In our daily conversations with executive leaders of custom & contact manufacturers, their priorities remain unchanged. Over the years we’ve found that companies need to get these three things right:

1️⃣ Compensation & Recognition – “Straight up, what am I getting out of this?” Salary, benefits, and career growth opportunities still drive decisions.

2️⃣ Schedule & Flexibility – “When do I have to be there?” Work-life balance and autonomy are no longer perks—they’re expectations. And even as companies increasingly ramp up in-office expectations, candidates are still looking for remote work flexibility.

3️⃣ Equity – “How much does this feel like mine?” Top performers want to work with great people, feel valued, and have the freedom to excel.

The job market may be shifting, but the fundamentals of attracting top talent haven’t changed. If your hiring strategy doesn’t align with these expectations, you’ll lose out—no matter what the economic data says.

Are you seeing the same trends? How are you adjusting your hiring approach? We’d love to talk to you more and help hand-deliver your branded message of what makes your culture special to the best candidates in the industry.