As we approach the end of 2025, the talent landscape across automotive, aerospace and FMCG is being reshaped significantly. For mid- to senior-level professionals, this isn’t business as usual: the evolving mix of technology, regulation, sustainability and economic pressures is transforming not just what companies build - but who they hire to lead.

Here’s a breakdown of the key trends from this year and what they mean for your career.

Automotive

Electrification and battery-led shift

The ongoing EV revolution remains the biggest force reshaping automotive in 2025. As battery-electric vehicles, hybrids and fuel-cell vehicles gain traction, demand continues for senior engineers and technical leads in: battery R&D, powertrain engineering, power electronics, energy-storage testing and validation.

But this isn’t just about batteries: embedded software, ADAS/automation, diagnostics, and data-driven systems have become increasingly crucial. Organisations are looking for engineers and leaders who combine mechanical know-how with software, data analytics and systems thinking.

Rising supply-chain risk and structural pressure

Macro headwinds, such as global supply-chain vulnerabilities and rising trade/tariff pressures, are forcing automotive firms to rethink how they staff roles. Output contractions in certain markets, and mounting dependency on non-EU suppliers for critical EV components, mean senior talent that can navigate complexity is at a premium.

For mid- to senior-level professionals, this translates to growing value for those who can lead not only technical teams, but also supply-chain, regulatory-compliance, cost-control and cross-disciplinary functions.

Digitalisation of recruitment, and hybrid work

Automotive companies are increasingly treating themselves as “software-enabled manufacturers,” which means many R&D and engineering teams are becoming more distributed, hybrid, or even remote-friendly.

Meanwhile, hiring strategies are shifting: more firms are bringing interim or contract senior leaders on board to manage transformation projects, new model launches or critical upgrades, especially when long-term staffing remains uncertain.

Aerospace

Skills shortages meet growing investment in sustainable aviation

The aerospace sector in 2025 remains challenged by persistent shortages of experienced engineers, especially in niche areas like systems engineering, avionics, stress and structural analysis, airworthiness and compliance.

At the same time, demand is rising for professionals capable of leading next-generation aviation projects: hydrogen or SAF (sustainable aviation fuel) driven aircraft, lightweight materials, advanced manufacturing techniques, and R&D into sustainable flight.

This convergence, talent scarcity + rising complexity + sustainability pressure, is raising the bar for mid- to senior roles. Candidates who combine traditional aerospace credibility with digital systems awareness, materials science or sustainable manufacturing know-how are especially sought after.

Skill-based hiring and reskilling 

With many experienced engineers nearing retirement and the pipeline for new entrants thin, aerospace employers are increasingly open to skill-based hiring rather than traditional credential-based filtering.

Companies are investing in upskilling and reskilling programmes, not just to fill vacancies, but to build resilient talent pipelines. For senior professionals, this opens doors: organisations are more willing to value demonstrable capability in digital engineering, systems integration or advanced manufacturing over purely academic credentials.

Long lead-times and strategic hiring challenges

Because the aerospace sector is facing both heightened demand (commercial + defense + green aviation) and a narrowing supply of qualified talent, hiring cycles are lengthening and organisations are rethinking how they attract and retain senior staff.

Executives now expect senior hires and project leaders, not just engineers, who can oversee compliance, innovation and cross-domain teams. Hiring strategies increasingly emphasise retention, knowledge-transfer and long-term workforce planning.

FMCG

Operational transformation and hybrid skill sets are driving demand

In 2025, FMCG firms are under pressure from cost inflation (raw materials, energy, transport), shifting consumer behaviours (sustainability, health consciousness, digital/online shopping) and supply-chain disruptions.

As a result, senior-level appointments are increasingly centred around operations, technical quality, supply-chain management, and commercial transformation. Companies are looking for leaders who can combine operational acumen with data-driven decision-making, automation savvy, and commercial awareness.

Digitalisation, data and omnichannel drive growth and complexity

Digital transformation across manufacturing and supply-chain, predictive maintenance, demand planning, e-commerce and omnichannel fulfilment have reshaped what senior roles in FMCG look like. Technical engineers, operations leads, supply-chain heads and digital-transformation managers are all in demand - especially those who straddle traditional manufacturing know-how and data or IT capabilities.

For mid- to senior professionals, this offers a chance to step up not just as operational leaders, but as change-makers who can lead agile manufacturing, data-informed decision-making and sustainable business practices.

Retention, internal mobility and employer proposition matter more than ever

With demand for quality over quantity, many FMCG employers are focusing on internal talent development, promoting internal mobility and upskilling to reduce overreliance on external hiring.

At the same time, senior candidates are expecting more than just salary: flexibility, development opportunities, purpose-driven culture, and transparent career paths are becoming deciding factors. Organisations that fail to craft a compelling employer value proposition (EVP) risk losing top talent, even if they offer competitive pay.

What This Means for You

• Broaden your skill set: Now is the time to combine your core domain experience (mechanical / aerospace / supply-chain / operations) with skills in software, data analytics, automation or sustainability.
• Be open to hybrid, interim or project-based roles: Organisations are using them strategically, often to lead transformation, manage uncertainty or drive new initiatives.
• Position yourself around change and transformation: Hiring emphasis is increasingly on those who can lead organisations through digital, regulatory, sustainability or market shifts.
• Don’t overlook softer aspects: Employer value proposition, flexibility, development potential and leadership in culture or transformation are major differentiators today.

Ready to take the next step in your career?
If you’re a mid- to senior-level professional looking to navigate the evolving 2025 market, our specialist consultants are here to help.
Get in touch today and discover the opportunities shaping your sector.