The Talent Insights Report 2026
Seven data-driven themes your EVP needs to win talent in 2026
4 million searches • 300,000 user profiles • 9.6 million job descriptions
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Introduction
The future of work is no longer a distant concept
Read moreIt is here, unfolding in real time. Expectations are changing fast, people are more selective about where they choose to work, and the employee experience is being redefined.
This report shows what people are prioritising in 2026 and beyond, using billions of data points from Flexa. You’ll also hear from companies including TUI, Vodafone, Mott MacDonald, and Maersk on how they’re adapting and what you should focus on next.
Read moreReal-world data points analysed
01
Work without walls
Flexibility is no longer just about where people work
It is about how they work. We are seeing a big shift towards autonomy, with searches for autonomous cultures now the second most popular preference on Flexa.
Fully flexible hours are also on the rise, up 16% in 2025, while demand for set hours has dropped 20%. People are not rejecting structure. They are rejecting micromanagement. This section explores what autonomy really looks like, and why it matters more than ever.
Read moreDemand for flexible benefits beyond hybrid, remote and office
02
The Growth Imperative
Growth is becoming the new currency at work
People are no longer looking for just roles; they are looking for learning ecosystems where they can upskill, reskill, and future-proof their careers in the age of AI.
Searches related to progression and development now dominate the top EVP terms on Flexa, and 40% of people prioritise personal development in their next role, an increase of 8% over the course of 2025. The groups leading this change are women in tech (49%) and Gen Z (52%), and these numbers tell us something important about shifting workplace dynamics. In the report we dig deeper into which candidates are looking for progression and what this means for employers.
Read more40%
ALL USERS
49%
WOMEN IN TECH
52%
GEN Z
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Real employer stories, actionable insights, and the 2026 employer brand checklist
03
The Power of belonging
Belonging is highly individual
Different people need different things to thrive, and we are seeing this play out in search behaviour.
Parents, carers, neurodivergent employees, and disabled employees are looking for workplaces that truly support them. Find out more about what being parent-friendly, carer-friendly, and neurodiversity-friendly actually looks like, and why one-size-fits-all policies fall short.
Read more62%
Parental leave
A top preference among parents
37%
Job Sharing
A top preference among careers
46%
Diversity
A top preference among neurodivergent candidates
58%
Diversity
A top preference among disabled candidates
04
The ambition divide
Talent is choosing impact over comfort
There is a growing group of people who want to work in entrepreneurial environments where they can make an impact.
Searches for entrepreneurial cultures continue to rise, and this group is prioritising meritocracy, mentorship, and autonomy. Interestingly, they are often willing to trade flexibility for faster growth. This section explores what ambitious talent wants, how they think, and what motivates them to stay.
Read more28%
26%
HYBRID
4%
Flexibility preferences of career-driven talent
% DIFFERENCE FROM AVERAGE-12%
-16%
-17%
05
Beyond the paycheck
The benefits people value are changing
Traditional perks are losing appeal, while interest in health insurance, mental health support, enhanced parental leave, and WFH allowances is growing fast.
People want support that improves their lives, not perks that sound good on paper. In this section, we break down which benefits drive real decisions and which have lost their relevance.
75%
WORK FROM ANYWHERE (WFA) SCHEMES
49%
WORK FROM HOME (WFH) ALLOWANCE
43%
HEALTH INSURANCE
33%
MENTAL HEALTH SUPPORT
32%
PART-TIME
26%
WELLBEING ALLOWANCE
19%
UNLIMITED LEAVE
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Humans & Machines
AI is reshaping work, and people are feeling both excitement and concern
44%
now use AI frequently at work
39%
don't feel supported by their employer
Many feel they are figuring AI out alone. This highlights a clear gap: people are already adopting AI, but many lack guidance, training and confidence.
When companies communicate openly about how AI will be used and invest in skills development, trust grows and fear reduces. By supporting people to use AI well, organisations can unlock higher productivity, stronger innovation and a more positive outlook on change. In this section we look in more detail at how AI and human skills can work together to create impact.
Read more
07
Mission matters
Purpose is becoming a major factor in how people choose where to work
Searches linked to sustainability, healthcare innovation, women’s health, and mission-driven organisations continue to rise.
But broad statements are not enough. People want proof that your mission is real and that their work will contribute to something meaningful. In this section, we explore what purpose looks like in practice and how to communicate it credibly.
Read more1
Automation
2
Women's health
focused
3
Science &
research-driven
4
Social impact
led
5
Not-for-profit
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Real employer stories, actionable insights, and the 2026 employer brand checklist
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