Hiring activity always increases in January. But when new hires don’t walk through the door until March or April, how likely is it that they will help you hit your 2027 targets? For C-Suite leaders, delayed hiring isn’t just a HR issue, it can impact business growth through missed revenue targets and stalled projects.
With notice periods often stretching from four weeks to three months, depending on seniority, role type, and contract terms, January recruitment runs the risk of starting Q1 behind schedule. The good news is, it’s entirely avoidable.
In this blog, we’ll explore why waiting until January sets hiring timelines back, and what forward planning could look like, starting now.
Why January Recruitment Often Misses Q1 Targets
Notice periods in Ireland and the UK typically run from one to three months. That means a candidate secured in January might not start before March or April. This lag collides with business planning. Annual targets, budgets and projects launch in January, but the people needed to deliver them are still weeks away.
January is typically one of the busiest months for candidate movement, as professionals return from the holidays ready to explore new opportunities. Great Place to Work’s 2026 European Workforce Study notes that “Junior managers in Ireland show elevated levels of job‑seeking intent compared to individual contributors, highlighting a group under pressure.”
Many professionals return from the holidays ready to explore new opportunities, but employer demand peaks at the same time. This intensifies competition for experienced talent just as employers are trying to staff Q1 initiatives. Top candidates field multiple offers, counteroffers become common, and decision times lengthen.
