The Greenhouse 2025 Workforce & Hiring Report paints a raw and revealing picture of what it’s like to be a job seeker right now. Based on responses from 2,200 active job seekers across the US, UK and Ireland, the findings show just how drastically the job market has shifted – and who it’s leaving behind. These job market trends offer critical insight for recruiters looking to adapt to today’s hiring challenges.

Here are some of the biggest insights from the report.


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Candidate confidence is low in today’s job market

Today’s hiring environment is incredibly lopsided. Just 7% of candidates believe the market favors them. Confidence is waning across generations, especially among Gen Z, with 45% of Gen Z candidates saying it’s harder than ever to stand out.



And it’s not just a feeling. Bait-and-switch job listings, role uncertainty and opaque interview practices are rampant. 72% of candidates report that the job they applied for turned out to be different from what was offered.



Even those with jobs aren’t at ease:

• 80% of US workers feel insecure in their current roles
• 28% of workers are facing some form of employment uncertainty

Behind all this is a broader sense of instability. Economic uncertainty, layoffs and shifting company priorities have left candidates questioning whether any opportunity is secure. These patterns reflect how deeply today’s job market trends are shaking up candidate expectations – and reveal just how unstable and confusing the hiring process feels in 2025.



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AI has become a lifeline for standing out

As AI becomes more embedded in the hiring process, candidates are adapting in order to get noticed. In a market where 66% feel intense pressure and 7% believe it favors them, AI has become a practical tool to survive a chaotic system. Here’s how candidates are putting it to use:

• 45% use AI to prepare for interviews
• 22% use bots to apply to roles automatically (rising to 31% for Gen Z)
• Nearly one-third (31%) say AI tools have been helpful in their job search

But the results are mixed. While AI can offer a leg up, many still struggle to break through:

• 26% of candidates say AI has made it harder to stand out
• Among Gen Z, that number jumps to 45%

The takeaway? For many job seekers, AI isn’t about cutting corners – it’s about coping. It’s a way to navigate a system that feels increasingly impersonal, competitive and unclear.

Hiring is stuck in an AI doom loop... We don’t need more hoops or friction; we need better signals. Just like early admissions in college show who’s committed, intent will be the new differentiator in hiring.


_{– Greenhouse CEO Daniel Chait}

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Candidate fraud is becoming normalized

At the same time, a different trend is emerging – some candidates are crossing the line in their effort to get ahead. The line between resourcefulness and deception is starting to blur.

• 28% of job seekers admit to using AI to generate fake work samples
• 32% have claimed AI skills they don’t actually have

And views on what counts as “cheating” vary. While 19% of US candidates say using AI in a live interview crosses the line, most don’t see it that way. Among Gen Z, 21% believe AI is fair game in any circumstance – nearly double the rate of Boomers (11%).

The lack of clear guardrails is part of the problem:

• 27% of candidates say they’ve never seen an employer policy on AI use in hiring

With no consistent guidance, candidates are left to define the rules themselves. In a job market this uncertain, cutting corners can start to feel like the only way forward – and that’s a warning sign for everyone involved.

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Bias is still a major barrier

The report makes one thing clear: bias in hiring is still widespread. Over half (53%) of US job seekers say they’ve faced illegal or discriminatory questions. Boomers are particularly impacted, with 61% reporting age discrimination – far more than Gen Z at 11%.

As a result, many are modifying their resumes and identities:

• 57% have removed older experience from resumes
• 30% of underrepresented candidates have changed their names to avoid bias

If left unaddressed, these inequities will continue to distort job market trends and hinder workplace diversity.

Discrimination allows qualified candidates to slip through the cracks and erodes trust... Transparency, communication, and fairness are not optional; these characteristics are a competitive advantage for employers._‍

_{– Greenhouse CPO Paaras Parker} 

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Looking ahead

It’s clear that the old rules of hiring no longer apply. Recruiters are drowning in applications, candidates feel overlooked and the entire process is breaking under pressure. And with AI and economic pressure reshaping the landscape, it’s no surprise that the playbook has been thrown out the window.



But it doesn’t have to stay this way. When candidates feel seen, and recruiters are equipped with tools to prioritize connection over chaos, the experience improves for everyone. A better hiring future is possible – one where clarity replaces confusion, and intent cuts through the noise.

Want to see the full picture? Download the full Greenhouse 2025 Workforce & Hiring Report (top right corner of this page) to explore today’s most pressing job market trends – and how employers can better connect with top talent.