Why September is the New January for Senior Hiring

August 22

Over the years, we’ve noticed a fascinating pattern: while January is traditionally seen as the “big hiring month,” September often steals the spotlight when it comes to senior-level recruitment.

After the summer slowdown, September brings a fresh sense of focus. Businesses return from holidays with budgets to finalise, targets to hit, and growth plans to deliver before the end of the year. Meanwhile, senior professionals particularly in manufacturing and chemical industries come back from their break with the headspace to reassess their careers and consider what’s next.

In many ways, September is the real January for hiring.

Why businesses should act fast in September

For SMEs in manufacturing and chemicals, the second half of the year can be critical. By September, you’ve usually got a clearer picture of your year-to-date performance, as well as what you need to achieve in Q4 and beyond. That often means rethinking leadership, strengthening teams, and filling gaps that may be slowing down growth.

We regularly hear from senior-level clients that September is when they decide: “We need someone in place before the year ends.” Acting quickly during this window can give you the best choice of candidates before the usual year-end recruitment rush.

Why candidates are more open to change in September

For senior professionals, the summer break often acts as a reset button. Time away from the day-to-day pressures of leading teams or running operations allows them to reflect:

Am I fulfilled in my current role?
Do I see a future with this organisation?
What would a new challenge look like for me?

When September rolls around, many of those professionals are back at their desks but ready to make a move. And in competitive industries like manufacturing and chemicals, where experienced leadership is hard to come by, this creates a golden opportunity for employers who are proactive about their hiring.

Why senior hiring in September pays off

The companies we see succeed in September are those who move with intent. They don’t wait for January they recognise that by hiring now, they can:

Secure the best talent before competitors even start their search.
Onboard new hires in Q4 so they’re fully up to speed for the New Year.
Send a strong message internally and externally that they’re serious about growth.

It’s also worth noting that recruitment processes for senior-level roles naturally take time. Starting in September ensures there’s enough runway to complete a thorough, strategic search without rushing decisions in December.

Final thought

So, if you’ve been holding off on that senior hire, consider this your sign: September is your window. The best candidates are thinking about their futures, and your competitors are already sharpening their hiring strategies.

Why wait until January when you could have the right person in place before Christmas?

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