Brooke Ziolo
Candidate Movement Are the tides turning?
Illustration: iStockphoto/Prasong Maulae
The lighting industry experienced an unprecedented power shift in favor of candidates in the years following the COVID-19 shutdown. With a labor shortage, booming demand, and widespread remote work adoption, candidates were in the driver’s seat. This dynamic led to higher salaries, increased flexibility, generous PTO packages, and rapid job changes driven by enticing offers. But the tides may be turning.
In 2025, we are seeing a marked shift in candidate motivations and employer strategies. While job movement remains high, it is no longer fueled by opportunism or inflated expectations. Instead, candidates are increasingly seeking stability, cultural alignment, and long-term career development. Flexibility and compensation remain important, but they’re no longer the sole drivers. The result is a more measured, values-based job search environment, which is a reflection of broader changes in the industry.
Tariffs and Trade: A Growing Catalyst for Change
One of the most significant factors influencing candidate behavior in the lighting industry today is the uncertainty surrounding tariffs, particularly those involving Chinese imports. Many lighting manufacturers who rely heavily on overseas production are experiencing rising costs, unpredictable logistics, and shrinking profit margins. This has led to real concern among employees about job stability and business sustainability.
As a result, we’re seeing an uptick in candidates looking to move from import-heavy companies to U.S.-based manufacturers. These job seekers aren’t just looking for a paycheck— they’re seeking resilience.
The Cautionary Tale of Global Entrants
Global electronics giants such as Toshiba, Panasonic, and Samsung have long attempted to penetrate the U.S. lighting market. Despite vast financial resources, many have struggled, primarily due to a fundamental misunderstanding of the lighting market’s complexity. These companies often enter with aggressive growth targets and unrealistic expectations, putting enormous pressure on leadership to produce quick results. When those expectations aren’t met, they frequently restructure, resulting in a revolving door of executive turnover. Experienced lighting professionals now view these employers with caution, aware of the instability that often follows.
Today’s candidates are much more deliberate about their next move, prioritizing employers with realistic goals, market awareness, and long-term vision. They’re asking, “Will this company still be here—and thriving—in five years?”
Culture Over Compensation: A Shift in Priorities
Another major theme we’re seeing is flight from toxic work cultures. Candidates are growing weary of environments marked by volatile or disengaged leadership, unclear direction, and/or burnout. Increasingly, they’re prioritizing mental wellness and professional growth over sheer compensation.
This is especially true in sectors like lighting design, where long hours and tight deadlines are the norm. Designers and project managers are seeking firms that offer collaborative environments, clear career progression, and work-life balance. Distributors and sales representatives are also expressing a desire for companies that invest in people and prioritize purpose alongside profit.
This shift represents an opportunity for companies to differentiate themselves through culture. Organizations that foster inclusion, provide mentorship, support autonomy, and align their mission with their employees’ values are emerging as top destinations for elite talent.
A Tighter Job Market with Select Opportunities
Despite increased candidate interest, the job market is tightening. Major players like Acuity Brands and Signify have implemented layoffs, and several lighting design firms report that business has slowed. Their workload, often closely tied to the AIA Billings Index, has tracked below 50 for most of the year, which is an indicator of reduced demand in architecture and design and, by extension, lighting services.
This slowdown means that while more candidates are looking, fewer positions are available. Many firms—whether manufacturers, rep agencies, or design studios—are choosing to delay hiring decisions, consolidate roles, or move cautiously amid economic headwinds and tariff speculation.
Still, in conversations with professionals, the tone is one of cautious optimism. Several manufacturers and rep agencies reported slow Q1 performance but noted improved business conditions in Q2. Their approach: stay lean, stock up on inventory while possible, and hold off on large strategic moves until more clarity emerges around tariffs and construction activity.
Strategic Advantage for Proactive Employers
In this evolving landscape, employers hold the advantage, but only if they act strategically. The companies that are decisive, transparent, and efficient in their hiring process are successfully securing top talent before the competition can react.
Moreover, candidates are no longer impressed by speed alone. They’re looking for defined growth paths, supportive leadership, transparent expectations, values-aligned culture, and long-term stability. Companies that embrace this new paradigm are well-positioned to attract and retain the best and brightest in the lighting industry.
Final Thoughts
The candidate-driven market of the post-pandemic boom is evolving. The lighting industry now finds itself at a critical crossroads, where economic pressures, shifting candidate values, and geopolitical uncertainty are reshaping how talent moves and how companies hire.
We’re witnessing these changes firsthand—across manufacturers, design firms, and distributors. While the road ahead may be uneven, it’s also full of opportunity for those who are willing to listen, adapt, and lead with intention.
Brooke Ziolo is president and executive recruiter for Lighting, Lighting Design, and Lighting Controls at Egret Consulting
(www.egretconsulting.com).
