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Talent, Tech & Transformation: The Recruitment Outlook as we head to NAB 2025

As the global media and entertainment technology industry prepares for this year’s NAB Show, it’s a timely moment to reflect on some of the recruitment trends currently shaping the market.


With the unique vantage point of running a global recruitment firm focused on the broadcast and sports media technology sectors — alongside an M&A advisory consultancy — I’ve had the privilege of gaining first-hand insights from across the ecosystem: broadcasters, content owners, vendors, service providers, private equity firms, venture capitalists, and of course, professionals navigating their next career move. These insights reveal shifts that are shaping the landscape as we head into the industry's flagship event.


NAB is always a whirlwind of product releases, mergers and acquisitions, and big announcements about what the next 12 months will hold. But beyond the latest tech trends and innovations, one area that often gets overlooked is the human element—the recruitment trends that are quietly shaping the industry.


As we enter 2025, I see two distinct phases—what I’d call the “stagnation phase” of 2023 and 2024, and the more optimistic, growth-focused 2025. Here are some of the trends impacting recruitment and how they’re influencing the industry as a whole.


1. A Wave of Optimism and New Opportunities

The past two years have been challenging. With the global economic crisis, the ongoing war in Ukraine, and the Hollywood strikes, 2023 was marked by limited growth, restructuring, and reductions in forces. These external factors caused widespread uncertainty, and many businesses, particularly in the M&E and wider tech sectors, found themselves in a holding pattern and this was felt until the end of 2024.


However, 2025 is seeing a shift and I’ve noticed a renewed sense of optimism. The first conversations I had in January were overwhelmingly positive, with businesses having completed the restructuring they needed and now focusing on growth, but in a sustainable way. There’s a clear pivot towards innovation, with more businesses prioritizing product development and customer-centric strategies rather than simply chasing short-term profits.


After two years of stagnation, there’s also a palpable shift at the senior level. More senior professionals are now considering new opportunities after staying put during the past period of instability. This is especially noticeable in key leadership and senior individual contributor roles, where movement is expected to increase across the globe as professionals seek new challenges.


2. The Ongoing Reorganisation Trend

While large-scale reductions in force seem to have subsided, reorganisation is the new norm. Across both broadcasters and the vendor ecosystem, businesses are continuing their transition to new business models, and with that comes a host of organisational changes.


One key challenge many vendors are grappling with is how to structure sales and customer success teams in the context of SaaS. What worked in a traditional sales organisation no longer suffices in a SaaS-driven world, especially when you’re servicing both large media clients (like Disney or Netflix) and smaller new video-focused businesses (such as a house of worship).


This ongoing shift is having a direct impact on talent acquisition strategies across the sector One of the key debates within the industry right now is whether to continue hiring from the traditional media and entertainment technology talent pool — or to inject new energy by bringing in expertise from adjacent sectors such as fintech, healthcare, IT, or broader high-tech industries, where SaaS experience is often more advanced and abundant.

Layered on top of that is the complexity of serving a diverse global customer base. Businesses are grappling with how to stay relevant to long-standing, legacy clients while also appealing to new types of customers — all within the context of very different cultural and commercial expectations across Europe, the Americas, and Asia. In markets like these, a one-size-fits-all sales or customer success strategy rarely works — and getting it right requires talent that understands the nuances.

Despite the struggles, the positive spin here is that there is a clear desire among industry players to collaborate and share ideas to move forward, even with competitors. Companies are recognising the value of discussing challenges with their "frenemies" to find solutions that benefit the entire ecosystem.


3. The Geopolitical Landscape and Its Impact on Recruitment

As we know, the global geopolitical situation is having a far-reaching effect on how businesses approach recruitment, particularly in Europe and the US. While I’m not going to dive into politics, it’s undeniable that the ongoing conflicts and tensions, especially in Europe, are influencing hiring decisions and talent movement.


From a recruitment perspective, businesses looking to scale across borders must take into account the cultural and political nuances that impact both candidates and hiring strategies. Candidates must also be aware of the global context they’re entering. Whether they’re Europeans working for US companies or US professionals working for European businesses, understanding the broader geopolitical climate is essential for long-term success.


As such, cultural fit is now more critical than ever. Ensuring a solid alignment between candidates and companies is essential, especially at the senior level.  The use of psychometric testing to better assess personality fit, especially for roles that require collaboration across different regions and cultures, are becoming an increasingly important part of the recruitment process.




4. AI and Automation: Transforming Recruitment and Beyond

AI is “THE” hot topic, and it’s impossible to write an article without mentioning it. While GenAI is not yet having a revolutionary impact on the media and entertainment technology sector in a meaningful way, machine learning and automation are already making strides, particularly in streamlining workflows and enhancing efficiency.


From a recruitment perspective, however, there are growing concerns. AI is being used more and more in recruitment in the early stages of the hiring process to filter out candidates. While these tools can save time, they can often result in qualified candidates being overlooked. There’s a growing sense of candidate frustration as AI depersonalises the recruitment process.


This highlights an important lesson: while AI can be a valuable tool for streamlining certain processes, it cannot replace the human touch. The personalised service that recruiters (internal or external) provide is essential for ensuring that candidates and companies make the best possible decisions for long-term success. This trend in recruitment is a mirror image of what is taking place in the industry—while AI will no doubt be a key topic, the emphasis on human connection will remain paramount.


5. NAB 2025: The Ultimate Networking Opportunity

Finally, as we prepare for NAB 2025, it’s clear that, despite all the technological advancements in our industry, the importance of in-person networking cannot be overstated. NAB, like IBC, continues to be one of the best opportunities for professionals to connect, share ideas, and build relationships. As the adage goes “People buy from people”, and this year’s NAB will surely be a hub of activity, showcasing the latest technological innovations but also providing that all-important personal connection that drives business success.


As we head into NAB, I’m excited to see how the trends I’ve mentioned play out and how they’ll continue to shape the industry over the coming months. There’s optimism in the air, and despite the challenges, it’s an exciting time to be part of the community.


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