How are geopolitics and flexibility shaping career choices? 

The world of work is evolving rapidly. International conflicts, economic uncertainty, and
volatile markets are putting pressure on both organizations and professionals. At the same
time, talent expectations are shifting. But what truly drives career decisions today?

As Managing Partner at Skill&Will, specialized in the recruitment of Finance,
HR & Sales professionals and with broader expertise in interim management, I operate daily at the intersection of talent supply and demand. To better understand these dynamics, I recently engaged my network through a series of LinkedIn polls.

When asked “Would the current geopolitical climate influence your job choice?”, around
45% indicated no direct impact, while 55% stated that geopolitics does influence their
decisions to some extent.

This is a meaningful signal. While geopolitical tensions are not a decisive factor for everyone, they clearly play a role in the background for a majority of professionals.

The impact of geopolitics is highly context-dependent. In sectors such as energy, logistics, technology, and international trade, these developments are more directly felt. In these environments, both candidates and organizations are more likely to factor in risk, stability, and long-term outlook.

From our experience in interim management, where we support organizations across a wide
range of domains, we see companies turning to flexible and temporary expertise to navigate uncertainty and adapt quickly.

Beyond geopolitics, I also explored another key trend: the return to the office and the role of flexibility.

The trigger is clear. While many large companies are reducing remote work options, our candidates (particularly within Finance, HR and sales) confirm they prefer the opposite.

The poll question was: “What will be the key differentiator in the war for talent in 2026?”

The results are striking: flexibility/remote work (46%) stands out as the clear frontrunner, followed by salary (23%) and company culture (23%), with career opportunities (8%) trailing behind.

Flexibility clearly emerges as the most important factor. This aligns with what we consistently observe in candidate conversations: hybrid work and autonomy are no longer perks) they are baseline expectations.

Notably, flexibility now outweighs both salary and company culture, traditionally among the strongest drivers in attracting talent.

These findings may point to a growing disconnect between what organizations offer and what
talent expects. While companies push for more in-office presence, candidates
continue to prioritize flexibility and autonomy.

For employers, this is a critical consideration. Especially in the domains we operate in (where talent is scarce and highly selective) limiting flexibility can directly impact both attraction and retention.

When combining both surveys, a clear picture emerges. External factors such as geopolitics
do play a role, but they are rarely decisive for everyone. Internal factors (especially flexibility) often have a more direct influence on career decisions.

At the same time, context remains key: the importance of each factor varies depending on the sector, the role, and the individual’s circumstances.

For organizations, this means that an effective talent strategy must go beyond macroeconomic awareness and focus on what candidates truly value today.

The labor market is not evolving along a single dimension, but across multiple layers
simultaneously. While geopolitical uncertainty forms the backdrop, flexibility, culture, and compensation continue to shape the foreground of career decisions.

At Skill&Will, we combine our focus on Finance, HR & Sales recruitment with a broad approach to interim management, supporting both organizations and professionals in making forward-looking decisions.

The key takeaway?

Organizations that want to attract and retain talent must not only look at the world, but more importantly, understand what people truly value in their work today.