GCA Q2 Report Confirms Momentum in Field-Based Hiring and Skills-Led Talent Strategies
Glen Callum Associates (GCA), has released its Q2 2025 recruitment report, confirming a continued resurgence in field-based and office-based roles, along with a sharper focus on skills-based hiring from outside the sector.
The quarterly report offers critical market insight for aftermarket employers looking to refine their hiring strategy amid evolving workforce expectations and sector-specific challenges.
While Q1 hinted at a return to traditional working patterns, Q2 confirmed the trend. Field-based placements edged slightly ahead at 45% (Q1: 43%), followed closely by onsite/office-based roles at 41% (Q1: 43%). Remote working rose to 9%, a modest increase (Q1: 5%), while hybrid roles slipped to just 5% (Q1: 9%).
Kayleigh Bradley, Senior Recruiter at GCA, commented: “We’re seeing a continued swing toward in-person working, particularly in customer-facing sales and technical roles. Businesses are prioritising relationships, face time with clients, and on-site presence to drive performance.”
The aftermarket’s appetite for transferable talent also remained strong. While 91% of placements in Q2 were within the core industry, 41% of those hired came from allied sectors, a decrease from Q1 (Q1: 43% of candidates placed came from allied sectors). This highlights the value companies are placing on adaptable skillsets and diverse professional backgrounds.
Kerrie Richards, Director at GCA, added: “Automotive businesses are becoming more strategic with recruitment. With long-standing skills gaps in sales, operations and technical roles, organisations are increasingly looking beyond the sector to bring in fresh ideas and proven expertise. It’s a smart way to innovate while still filling vital gaps.”
Key Q2 Placement Insights:
82% of roles placed were non-executive (Q1: 100%), indicating a slight uplift in senior hiring as market confidence grows.
The dominant job categories remained Sales, Marketing and Operations (82%), followed by Technical (9%), and IT/Data (4.5%), with Senior Executive/Management also at 4.5%.
50% of all roles filled were headhunted, reaffirming the competitive nature of the talent landscape.
The South of England emerged as the most popular hiring location.
This quarter’s data paints a clear picture of an aftermarket industry with an emphasis on commercial agility, technical support, and on-the-ground relationship building. The slight uptick in executive hiring suggests businesses are now also turning attention to long-term strategy.