What we’re doing to support your job search in 2025

2024 was a tough year to find a new role; what we’re doing to support you in 2025

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2024 was a tough market to find a new job. We wanted to write this note, firstly to recognise the challenging market but also to explain what Movemeon is doing to help.

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Whilst we’re proud to have grown by 15% as a business last year, we’re aware that demand for roles was at a decade-long high. Uncertainty in employers’ hiring plans has meant our values of full transparency have, at times, been hard to uphold. We implemented a number of key initiatives to make sure you were still hearing about every opportunity we were working on, and were receiving responses, and feedback, to any application you made.

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This year, we are focused on offering even more to our community:

1. Uncovering more opportunities for you: we shared 900 roles last year (15% more than the previous year); for 2025, we’ve built a new team to uncover more opportunities relevant to you, and have grown our US and APAC teams.
2. Getting you to interview: how you are presented really matters. Last year we focused on improving screening questions to drive to the best case for an interview. This year, we’re looking to further improve how you’re presented. 
3. Getting feedback from every application: last year, 93.6% of applicants heard back within two weeks. Our focus this year is making that feedback as actionable and constructive as possible.
4. Coaching service: we launched courses, coaching, and roundtables with a peer group of like-minded professionals to help you progress in your career in 2024. We’re going to be rapidly growing this offering in 2025.
5. Executive Search proposition: as our community has got more experienced, we’ve increasingly worked on C-level roles (Chief Transformation Officer, Operating Partner, Chief Strategy Officer). To ensure you get access to more of these roles, we’re launching a Search level service for our PE and Enterprise clients in 2025.
6. More insights and data: to help you make informed career decisions. This year we’ll be crunching even more of our compensation and hiring trend data, and sharing these insights with you more regularly.

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How you can help one another

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If there’s one thing you can do to help one another - it’s sharing relevant roles in your team/ company (“paying it forward”). 80% of our jobs last year came from our community - so thanks to all of you who have shared roles already. If you or one of your colleagues is hiring, click below and we can set up some time to see how we can help (data, insight, job description, hiring):

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2024 was a tough year to move jobs

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2024 was a tough market to find a new job. Our recruitment index showed as much, with demand for roles at a decade-long high. Whilst great news for companies hiring, it meant it was a very hard year for those who were looking for their next opportunity.

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We’re very proud that Movemeon grew by 15%, and most importantly connected more than 2,500 of you with interviews at exciting companies. However, the tough market meant living up to our values was harder than ever before. 

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We built Movemeon out of our frustration with the lack of transparency in recruitment. Our values are therefore focused on empowering you in your job search: we show you all jobs for you to discover, as opposed to only calling a select few people. Uncertainties in employers’ hiring plans, longer interview processes, and increased competition, has meant our approach of full transparency has been hard: at times it would be easier not to market roles to everyone; and at times it would be easier to not give the full picture on hiring processes. However, this transparency is why we set up Movemeon, and know it’s what you value. We are therefore even more proud that our team has upheld these values during a tough market. 

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Uncovering more opportunities for you

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We built Movemeon to help you discover great opportunities you wouldn’t have found elsewhere. We were frustrated with traditional recruitment companies, and wanted to know what jobs there were out there that would be a good fit with our experience.

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Whilst we were proud to be able to share over 900 jobs with you last year, we are also aware that there are plenty more opportunities out there, and that we owe it to you to find them. We’ve therefore proactively been building our US and APAC teams - markets which are seeing rapid growth, and places we know many of you are.

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We’ve been very lucky that our community (you!) shares opportunities in their team when they’re hiring. Given you understand our proposition, you know that working with us ensures you reach the best in the market. If there’s one way you can help each other, it’s paying it forward by sharing these roles. If you have any potential opportunities, please don’t hesitate to get in contact:

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We have also worked hard over the last year on building a new team to identify new roles more proactively. All with the single aim of making it easier for community members to share roles with us. Early indications are positive, with 55% more jobs posted in Q4 2024 than in Q4 2023.

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Getting you to interview

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How you’re presented really matters. 

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On average, hiring managers spend just 10 seconds looking at your application. That’s why we have our success team: To give you the best chance of being interviewed.

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Our success team read through your screening questions and CV in detail. And ensure that all the most relevant and important information is clearly sign-posted. They also then speak to the hiring manager, and fight your corner. 

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Given our business model (we only get paid if you get hired), we are incentivised to get you the job (we only get paid when clients hire) - so are always here to help present you with the best possible chance.

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Getting you the feedback you deserve

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Every application must receive a response. Whilst this is harder in a competitive market, there are no excuses for it not happening. As such, this is a central KPI for our team, and last year 93.6% of applicants heard back within two weeks. 

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And as far as possible, helpful and constructive feedback should be included. We have been working hard to ensure that we can live up to our values and provide as much information as we can about your application to you. 

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We are also focused this year on getting more actionable feedback from clients around why you’re not being progressed. When this is not possible, we are committed to provide you with an overview of what the candidates who are progressing have.

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We know there’s a long way for us, and even further for the industry to go. This will be a continued strategic focus for us this year, and we welcome any feedback or thoughts you might have.

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Launching a coaching service

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Last year, Rich, our co-founder, launched OnUpBeyond to help you build your best career in or beyond consulting / finance. 

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We’ve always wanted to offer more to our community, and are delighted that this has come to fruition this year. Focused on how you progress in your career, it offers courses, coaching, and roundtables to connect with a peer group of like-minded professionals. If you'd like to know more:

• Register for free so you’re kept up to date with 2025’s offerings 

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Launching a Search proposition for our more senior members of the community

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As our community has become more experienced, we’ve increasingly worked on more senior roles. In the last year we helped more companies than ever to hire Chief Executive Officers (CEOs), Chief Strategy Officers (CSOs), Chief Transformation Officers (CTOs), Chief Commercial Officers (CCOs), Chief Financial Officers (CFOs) and Operating Partners. 

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This level of hiring requires a more hands-on approach, for both our clients and for our candidates. As such, we are excited to be launching our Search proposition focused on Chief Strategy Officers and Chief Transformation at Enterprise businesses and Operating Partners in Private Equity (coming in Q2 2025).

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If your next move will be at C-Suite level, please do keep your eyes open for the next update.

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More content and insights to help you make informed decisions

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This year, we are focused on driving even more insights from our rich data set. We are in a unique position to share compensation, data and insights.

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In case you missed any of it, here are our most popular articles of 2024 - which cover compensation and hiring trends.

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• Compensation Market Index
• Global Pay and Satisfaction Index
• Why do consultancies produce so many CEOs?

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Final words

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We know how hard this market is, and we are here to help however we can. We also are constantly striving to improve. So if you have any thoughts on what else we should, and could, be doing - please don’t hesitate to email us at info@movemeon.com. We thank you in advance for any thoughts (and thanks also to those of you who kindly took the time to provide feedback in 2024 - it really is enormously helpful).

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In the meantime, we wanted to say a big thank you for trusting us to help, and celebrate all the new jobs you found last year…