Professional contractors are powering Ireland’s workforce, marking a significant shift in hiring dynamics, according to new data from Matrix Recruitment. Women and those over 50 are outperforming in the contract market, while exclusive recruitment partnerships are emerging to tackle a competitive hiring landscape. Matrix’s latest Q2 2025 Workforce Trends Report spotlights a growing demand for contract professionals, increased pay transparency, and a new emphasis on diversity, flexibility, and sustainability expertise.
“Employers are leaning heavily on contractors to maintain output during hiring freezes, project surges, and hard-to-fill roles,” says Breda Dooley, Head of Recruitment at Matrix Recruitment. “Our clients are prioritising agility, and the data shows it’s changing who gets hired and how.”
Contracting on the Rise
Contract roles have become central to workforce planning in Ireland; indeed, some 85% of businesses planning to hire on a contract basis in 2025.
“Companies are leveraging contractors to cover critical gaps, reduce long-term headcount costs, and accelerate delivery on strategic projects,” says Breda. “To support this shift, Matrix offers flexible contract and temporary hiring solutions, including fully managed payroll services to ensure fast, compliant onboarding without overburdening internal HR teams.”
Women and Older Professionals
What’s more, for the first time in five years, female contractors are earning more per day than men, according to Matrix data. The average day rate for women across IT, engineering, and healthcare reached €565, compared to €548 for men — a €17 per day historic pay gap in favour of women. Contractors aged 50+ are also in high demand for their expertise and dependability, particularly in technical and operational functions.
“The market is recognising the value of lived experience and reliability,” says Breda. “Women and older professionals are becoming an integral part of workforce strategy — and that’s reflected in pay and hiring activity.”
Candidate versus Application
In recent years, the Irish jobs market has undergone a rapid transformation with the rise of e-recruitment and technology. Nearly all of the Global 500 companies now use some form of online recruitment, which has major benefits and downsides. While job ads are generating high application numbers, many of these applicants lack relevant experience or genuine engagement with the role or employer, notes Breda.
“A true candidate is someone who meets the criteria and is sincerely interested in the position,” she says. “Quantity doesn’t equal quality and hiring managers need curated shortlists, not inboxes full of generic CVs. Although job boards generate huge application numbers, that doesn’t equate with viable candidates.”
Exclusive Recruitment Partnerships
Matrix reports a surge in exclusive recruitment arrangements in engineering, finance, and manufacturing, as companies seek faster hiring cycles and better outcomes: “With exclusivity, our consultants can dedicate more time and deliver higher-quality shortlists,” says Breda. “It helps reduce time-to-hire and boosts candidate experience. By contrast, multi-agency models often lead to slower results and duplicated efforts.”
Remote and Hybrid Flexibility
The Q2 report also found that remote and hybrid work options remain a top priority for candidates, particularly in finance, office support, engineering, and quality/laboratory roles. A significant portion of Irish managers even implement “hushed hybrid” arrangements to allow their teams flexibility against company policy. However, Matrix advises that clear communication around this helps employers attract stronger talent and achieve better offer acceptance rates. “Flexibility isn’t just a perk anymore: it’s a strategic advantage,” says Breda. “Companies who prioritise hybrid options benefit from a broader and more diverse talent pool.”
Bottlenecks in Hiring
The report concluded that employers still face delays in interviews, internal approvals, and offers, especially during summer, despite application and shortlist volumes remaining steady. But as Breda notes, good candidates won’t wait around: “Hiring teams must align early and act fast, or risk losing talent to quicker-moving competitors,” she warns.
ESG Becomes High-Priority Skill
Meanwhile, ESG (Environmental, Social, and Governance) knowledge is no longer confined to sustainability roles. Companies are increasingly valuing candidates with expertise in ESG reporting, ethical governance, and climate-conscious operations.
“ESG awareness is now seen as a core soft skill,” says Breda. “It signals responsibility and future-readiness. Later this year, we’ll release our ESG Hiring Survey, which will explore this trend in more depth.”
Regional Outlook
Matrix’s regional offices report ongoing difficulties in filling manufacturing, logistics, and engineering roles outside of urban centres. Areas such as Waterford, Athlone, and Carlow are experiencing growing demand for outsourced payroll and recruitment support, particularly in accountancy, where the talent gap continues to widen. Likewise, Matrix recently highlighted the critical shortage of qualified accountants across Ireland due to a talent gap that must be addressed.
Solutions
As Irish employers enter the second half of 2025, strategic hiring will be essential to navigating skills shortages and economic uncertainty. Matrix Recruitment advises businesses to invest in contract professionals for agility and output, prioritise flexibility to attract and retain top talent, and focus on quality over quantity to avoid application overload. Embracing diverse hiring, including experienced and underrepresented professionals, is also key, as is streamlining internal approvals and timelines to stay competitive.
“The companies succeeding today are those who act quickly, think inclusively, and plan smart,” Breda concludes.
