2025 Hiring Trends: How Automotive, Aerospace & FMCG Talent Markets Have Evolved This Year

As we come to the end of 2025 (scary right?) the hiring landscape across the automotive, aerospace, and FMCG sectors has undergone one of its most transformative periods in recent years. At Technical Network, our work supporting mid- to senior-level recruitment has given us a front-row seat to these shifts, from accelerating technology demands to increased competition for specialist talent.

Here’s our end-of-year view of the trends that defined 2025, and what they mean for organisations planning their 2026 hiring strategy.

Automotive: Electrification, Software & Senior Technical Leadership

The automotive sector continued its rapid transition in 2025, with hiring trends reflecting deeper investment in electrification and digital engineering.

1. Surge in EV and Battery Engineering Roles

Demand has grown consistently for mid- to senior-level specialists in:

• Battery R&D
• Electric drivetrain engineering
• Power electronics
• Energy storage testing and validation

As OEMs and tier suppliers scale EV production, businesses have prioritised candidates who can bridge mechanical engineering with electrical and software systems.

2. Software & Data Roles Moved Centre Stage

2025 saw a structural shift toward skills in:

• Embedded software
• ADAS/automation
• Diagnostics
• Data analytics

Automotive companies increasingly view themselves as software-enabled manufacturers, and this is reshaping leadership hiring across engineering, quality, and programme management.

3. Interim Talent Became a Strategic Lever

With transformation projects accelerating, many businesses turned to interim leaders -  particularly in engineering, quality, and operations. Short-term senior expertise helped organisations manage new model launches, supply chain volatility, and plant modernisation.

4. Increased Geographic Flexibility

As EV supply chain investment expanded beyond traditional hubs, candidates enjoyed more opportunities across the UK. Businesses, in turn, opened up more hybrid leadership roles to secure specialist talent.

Aerospace: Specialist Skills Shortages & Green Flight Innovation

Aerospace hiring in 2025 was shaped by two dominant forces: technical scarcity and sustainable aviation development.

1. Ongoing Shortage of Experienced Engineers

Many aerospace organisations experienced long lead times for roles requiring niche expertise, particularly:

• Systems engineering
• Avionics
• Stress and structural analysis
• Airworthiness and compliance

Retirements and industry growth have kept the talent pipeline tight, increasing competition for senior engineers.

2. Growth in Sustainable & Next-Gen Aviation Projects

With investment continuing in hydrogen, SAF, and lightweight materials, 2025 saw increased demand for:

• R&D leaders
• Materials specialists
• Programme managers with advanced manufacturing experience

These roles required forward-thinking professionals capable of guiding organisations into new technology territories.

3. Greater Focus on Retaining Technical Knowledge

Companies worked harder to retain mid-career and senior engineers - offering enhanced development, hybrid work models, and clearer progression pathways. Retention has become as critical as attraction.

4. Pressure on Talent Acquisition Strategies

Global competition and visa complexities made 2025 a challenging year for sourcing highly specialised overseas professionals. Many employers are ending the year reevaluating how they attract and train future technical talent.

FMCG: Strategic Senior Hiring, Operational Transformation & Digital Upskilling

The FMCG sector remained resilient throughout 2025, with hiring focused on transformation, efficiency, and digital capability.

1. Demand for Multi-Skilled Operational Leaders

Roles in operations, engineering management, supply chain, and technical quality required hybrid expertise combining:

• Continuous improvement
• Automation and digital tools
• ESG/ sustainability initiatives
• Commercial awareness

Mid- to senior-level candidates who understand both technical operations and data-driven decision-making were in highest demand.

2. Digitalisation Accelerated Across Manufacturing

Automation, predictive maintenance, and data-led production planning shaped many of the senior engineering and operations roles we supported. Businesses increasingly sought leaders who could translate data into real efficiency gains.

3. Retention Became a Top Priority

Rather than competing in salary inflation, FMCG companies focused on:

• Internal progression
• Upskilling programmes
• More flexible working arrangements
• Purpose-driven employer branding

This led to more strategic external hiring at senior level, focused on hard-to-source expertise rather than volume recruitment.

4. Compensation Packages Became More Creative

Benefit structures in 2025 featured more variable pay, development funding, and wellness support, helping employers differentiate in an increasingly selective senior talent market.

Cross-Sector Themes

Across automotive, aerospace, and FMCG industries, several shared trends emerged:

1. Skills-Based Hiring Approaches

Companies focused far more on demonstrated capability than traditional credentials, widening the candidate pool for mid- to senior-level roles.

2. AI-Enabled Recruitment Increased Efficiency

Businesses re-engineered recruitment processes with AI tools - improving shortlisting, engagement, and hiring speed - while using human expertise to ensure cultural and technical alignment.

3. Employer Branding Became Essential

With senior talent able to choose from multiple opportunities, organisations invested in stronger EVPs highlighting:

• Flexibility
• Innovation
• Development pathways
• Clear purpose

4. Interim and Project Leadership Momentum

Short-term senior appointments grew across all industries as businesses balanced agility with transformation demands.

What This Means for Talent Strategy in 2026

As we move into a new year, employers should prioritise:

For Businesses

• Strengthening employer value propositions early
• Increasing workforce planning around future technical skill needs
• Using interim leaders strategically during transformation
• Building robust digital and engineering upskilling pathways

For Professionals

• Developing hybrid technical–digital skillsets
• Remaining open to interim or contract leadership roles
• Targeting sectors undergoing transformation for long-term career growth

Whether driven by electrification, advanced manufacturing, sustainability, or digital transformation, 2025 reshaped technical and engineering hiring across the UK. The competition for experienced mid- to senior-level professionals has sharpened, and companies are now planning for longer-term talent strategies.

At Technical Network, we continue to support organisations in automotive, aerospace, and FMCG with specialist recruitment solutions, helping match high-calibre candidates with roles that shape the future of these industries. Get in touch to discuss to discuss you 2026 hiring needs.