CEO Confidence Rising: Hiring plans point to renewed growth

After several years of uncertainty, New Zealand’s labour market is showing the first clear signs of renewed confidence. Following a period defined by hiring freezes, restructures, and cost containment, organisations are beginning to re-enter growth mode. The latest global and local CEO surveys reveal that senior leaders are once again planning to increase headcount, marking a welcome shift in sentiment from resilience to renewal.

This renewed optimism, however, is tempered by realism. The turbulence of the past few years—rising operational costs, shifting consumer behaviour, and ongoing talent shortages—has reshaped how companies plan for the future. Hiring is becoming more deliberate and strategic, with a strong focus on value creation, capability building, and long-term sustainability. Rather than expanding for expansion’s sake, businesses are recalibrating their teams to align with new priorities and technologies.

The latest Stats NZ figures reinforce this cautious confidence, showing a 0.4% increase in filled jobs in September—the third consecutive monthly rise. It’s a modest gain, but after a prolonged period of decline, it suggests the employment tide is slowly turning. Employers are beginning to think beyond survival, investing in innovation, digitisation, and workforce development as they prepare for the next phase of growth.

“Jobs aren’t disappearing—they’re transforming. And if CEOs are still talking growth, it’s a good time to stay curious, upskill, and get ready for the next wave.”

On a recent NZ Market Update, Host Shannon Barlow, NZ Managing Director, reflected on the evolving mood among New Zealand employers. She noted that 72% of New Zealand CEOs, according to KPMG’s CEO Outlook, expected to increase headcount over the next three years—a promising sign of long-term confidence. Yet she also acknowledged the challenges of 2024 and 2025, when labour market conditions tightened and many businesses faced difficult decisions around structure and spend.

That context matters. The shift from contraction to cautious expansion is not about returning to pre-pandemic patterns but embracing a new normal defined by adaptability and innovation. Organisations are no longer just replacing roles lost during downturns—they’re redesigning them. With the rise of automation, AI, and digital tools, new opportunities are emerging across healthcare, education, infrastructure, and professional services. Rather than eliminating jobs, technology is redefining them, creating demand for skills that bridge human insight and digital capability.

For employers, this is an important moment to focus on building resilience through people. Investing in training, upskilling, and career pathways can future-proof workforces against rapid change. For job seekers, it’s a time to stay agile and open to learning. The roles of tomorrow may look different, but they will still rely on adaptability, communication, and critical thinking—skills that remain timeless regardless of technological disruption.

The broader message is one of cautious optimism. Growth is returning, but it will be uneven and strategic. Businesses are balancing confidence with caution, ensuring that every new hire or investment supports sustainable progress. It’s an environment that rewards foresight, flexibility, and strong leadership—qualities that will define the next chapter of New Zealand’s employment landscape.

How can leaders turn optimism into action?

• Hire for agility, not just experience. Prioritise candidates who can adapt to change and learn quickly in evolving roles.
• Invest in future skills. Focus on digital literacy, critical thinking, and leadership capability across all levels.
• Balance automation with human connection. Use technology to enhance, not replace, employee engagement and collaboration.
• Communicate with transparency. In times of transition, clarity and trust are the strongest retention tools.
• Build for the long term. Make hiring decisions that align with strategy, not just short-term needs.