Why Pressing Pause on Hiring in December Puts You Behind in January
December 9, 2025
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Every December, we hear a familiar line: “Let’s hold off on hiring until January. Everyone’s away. We’ll pick it back up after the holidays.”
It seems logical. But year after year, we see the same outcome across Aplin’s search practice: organizations that stay active in December start the new year ahead, filling roles faster with stronger talent, while those that pause get caught in a crowded, competitive January rush. Here’s why December hiring matters far more than most leaders realize.
1. Top talent is active in December, quietly, but meaningfully
Many high-performing candidates finally get breathing room in December. They reflect on their goals, update their resumes, and start exploring what a new year could look like. Importantly, many of these candidates, especially in professional, technical, and leadership roles, are waiting for year-end or January 31 bonus payouts before making a move.
This creates a unique dynamic:
- Candidates are actively planning a change.
- They are open to conversations.
- They are willing to interview discreetly.
- But they prefer to start after bonuses are paid.
December is the perfect month to engage them so that you can onboard them in early February, not start the search then.
2. January is the most competitive hiring month of the year
January brings a predictable surge of hiring activity.
Every company that paused searches in December re-enters the market at the same time. The result?
- Candidate inboxes get flooded.
- Decision-makers return to overflowing calendars.
- Job descriptions and approvals still need to be finalized.
- Searches meant to “launch in early January” often don’t kick off until the middle of the month.
By the time many organizations are ready to start interviewing, proactive employers already have their shortlist, and in some cases, offers out the door.
3. December offers unmatched internal alignment and planning time
December is one of the rare periods when leadership teams have more space to align on strategy.
It’s the ideal month to:
- Finalize headcount plans.
- Confirm budget and compensation parameters.
- Clarify responsibilities and success profiles.
- Pre-schedule January interview availability.
- Create a hiring plan that moves fast once candidates return from holidays.
A search that’s prepped in December runs significantly smoother and fills substantially faster once the calendar flips to January.
4. Bonus timing creates a predictable February wave, if you’re ready for it
Many professionals won’t resign in January because they’re waiting for annual bonuses to vest or be paid out (often January 31).
Engage them in December, and you can:
- Start interviews before your competitors.
- Move through the process while they wait for the payout.
- Have offers ready to go as soon as they’re eligible to make a move.
Organizations that only start searching in late January miss this window entirely and lose out on highly motivated, highly qualified talent.
The Talent Advantage: Prepare in December. Activate in January. Hire in February.
The formula is simple:December → Candidate engagement + internal alignment
January → Interview + selection
February → Onboarding top talent before the competition even begins
If your hiring cycle each year feels rushed or slow, it’s probably not a January issue; it’s a December strategy gap.
At Aplin, we help employers turn this often-overlooked month into a meaningful hiring advantage. If you’d like to get ahead of the market for 2026, we’d be happy to build a tailored plan with you.
