The Art Market and Recruitment: Key Trends in 2025

It’s clear the hiring landscape in the art world is undergoing a recalibration.

Market uncertainty and rising costs across major market hubs are influencing both the decisions employers make and how candidates navigate their next moves. Even amid some signs of optimism, most businesses are treading cautiously, looking to make only the hires that will move the needle.

From salary trends and strategic reshuffling to greater demand for pre-hiring intelligence, here’s what we’re seeing so far this year:

• There is a marked increase in applications across all levels. Many professionals are dealing with redundancy, budget-related restructuring, or stagnation, and are looking to secure new roles quickly. Others, however, are proving more reluctant to move from their current positions, opting to prioritise security and stability in the face of continued flux. The Art Basel & UBS Art Market Report 2025 noted that sales in the global art market fell by 12% in 2024, and although signs point to some resilience this year, that 2024 softness has left a lingering cautiousness in the hiring landscape.Fewer roles, tighter budgets, and longer decision-making cycles mean candidates must now differentiate themselves in more strategic and intentional ways. At the same time, employers need to communicate the value and vision of their organisations clearly in order to attract standout applicants and should avoid drawing out hiring processes unnecessarily, as doing so risks losing the attention of highly active candidates who may move on to other opportunities.

• Employers are looking for multifunctional team members who are commercially minded, adaptable, and capable of bringing operational efficiency alongside strategic insight. Again, this trend toward leaner, more dynamic teams mirrors broader market sentiments reflected in the Art Basel & UBS report, which points to a slowing in global sales and a shift toward consolidating strength in fewer areas. This climate makes every hire count, and every delay a missed opportunity.

• We’ve experienced a noticeable increase in requests for benchmarking and market mapping. Whether it’s understanding salary expectations, identifying top-tier passive candidates, or sense-checking an offer before making it, more businesses are leaning on data and strategic intelligence to guide the hiring process. Using our benchmarking service not only helps ensure your offers are competitive in today’s market but also plays a key role in promoting retention by aligning compensation with industry standards and employee expectations.

• Now is an excellent time to be opportunistic about the talent coming onto the market. Top candidates are looking, but they’re discerning. By using services like our bespoke benchmarking and market mapping, you can proactively approach the right people and strike while the iron is hot. It also ensures your compensation packages are competitive, particularly as our SML Art Market Talent Report 2025 shows that salary dissatisfaction is high across all regions, even in the UK and Europe, where average pay technically rose but was outpaced by cost-of-living increases. Ongoing conversations around wage transparency, pay gaps, and economic insecurity have made compensation even more of a focal point in job negotiations.

For Employers

This moment presents a rare opportunity to access high-calibre professionals who are newly or unexpectedly on the market. Strategic hires are often made in times of flux, and employers who stay attuned to the talent landscape can secure standout candidates that may not be available later this year.

As hiring becomes more selective and competitive, making a compelling offer quickly is critical. Be clear and communicative in your process, focus on alignment of values and long-term growth potential, and act decisively when the right person surfaces.

This is the time to be proactive, not reactive. If you’ve had a strategic hire on your radar, or if you’re considering reshaping a team, our market mapping and benchmarking services can help you identify and approach top candidates before they’re snapped up elsewhere. These tools also ensure that your offers are aligned with expectations, especially in a market where dissatisfaction around pay and opportunity is rising.

To learn more about how SML can support your hiring, get in touch here.

For Candidates

As we’ve seen in The Art Basel and UBS report, the art market is evolving in exciting ways. Private sales at auction are up and microgalleries’ sales (under $250k) are increasing, indicating that a more democratised group of buyers and collectors are engaging with art in ways that were once dominated by the wealthiest.

Here’s what this means for you as a candidate:

• With private sales on the rise, employers are likely looking for candidates who can navigate this more personalised, less public-facing side of the market. If you have experience working with high-net-worth individuals, handling bespoke transactions, or dealing with private clients, be sure to highlight that expertise in your applications. If you don’t have this specific experience, now is the time to learn about these shifts and position yourself as someone who can bring that understanding to the table.

• There is an increasing demand for professionals who can wear multiple hats in smaller, dynamic teams. Smaller organisations may not have the same resources as larger businesses, but they offer a chance to make a significant impact. Employers will be looking for candidates who can work across sales, operations, and client relations, all while being adaptable and resourceful in a rapidly changing market.At the same time, larger organisations are seeking self-starters; people who can hit the ground running, keep projects on track, and contribute to momentum without needing extensive onboarding. In both contexts, initiative, versatility, and a proactive mindset are highly valued.

• Following the increase in a wider range of buyers and collectors, it’s important to demonstrate that you understand these new buyers’ needs, tastes, and preferences. Employers may be seeking professionals who can help them engage with a broader and more democratic base of potential clients.

While the job market right now is competitive, it’s also full of possibility. Use this time to sharpen your CV and cover letters, clarify your goals, and take ownership of your professional brand. By showcasing how your skills align with market trends and demonstrating your adaptability, you can better position yourself as a strong candidate.

To register with SML as a candidate, get in touch here.