Employ Inc.—parent company of JazzHR, Lever, and Jobvite—has released fresh data on what’s powering talent acquisition going into 2026, and the headline takeaway is almost paradoxical: recruiters say they’re happy with the tech they use, and they’re also trying to replace it.
According to Employ’s new 2025 Recruiter Nation Report, a hefty 76% of TA teams are planning major tech updates for 2026, despite 82% reporting satisfaction with their current core systems. In other words: they like it, but not enough to keep it.
This tension reflects a broader shift in the TA landscape. Recruiters aren’t scrambling because tools are failing—they’re modernizing because the hiring environment is changing faster than their platforms can evolve. And the pressure is coming from all sides: AI-driven disruption, candidate fraud, innovation expectations from leadership, and an increasingly complex hiring funnel.
The New Hiring Reality: Satisfaction Isn’t Enough
Employ’s research draws on feedback from more than 1,200 U.S. TA professionals across industries, company sizes, and seniority levels. The sharpest appetite for new tech came from:
-
Younger TA professionals
-
Large enterprises
-
Tech, finance, and marketing organizations, where innovation tends to run hot
Despite liking their tools, TA teams called out several shortcomings that matter in an AI-accelerated market:
-
39% want more flexibility
-
38% say their solutions hinder candidate experience
-
37% point to missing or weak AI functionality
-
31% cite slow time-to-hire
-
31% say their tools lack true innovation
Across the board, the theme isn’t dissatisfaction—it’s future-proofing.
Recruiters seem to recognize what many HR technology leaders already know: an ATS that felt modern in 2022 already feels dated in 2025, especially as generative AI reshapes sourcing, screening, and verification.
Candidate Fraud: The Silent Fuel Behind the Shakeup
One major catalyst for this tech overhaul? A spike in candidate fraud across the hiring funnel.
Identity discrepancies, fake job histories, AI-generated resumes, and impersonation during interviews are now pushing TA functions to adopt tools with integrated verification, anomaly detection, and trust-building workflows. Recruiters are no longer just asking: Can this help us hire faster? They’re asking: Can this help us hire safely?
With talent leaders scrutinizing risk, platforms without robust fraud-resilience capabilities are quickly falling out of favor.
Industry Analysts Agree: The Market Has Become Smarter
Matt Merker, Senior Research Director at The Hackett Group®, says TA buyers have become more discerning. It’s no longer enough for vendors to pitch aspirational AI features—buyers want quantifiable business impact and measurable improvements to their hiring operations.
TA teams have graduated from “demo-driven enthusiasm” to results-driven evaluations. Vendors that can’t match that expectation may get replaced—regardless of general customer satisfaction.
Employ’s Take: Recruiters Are Simply Planning Ahead
Stephanie Manzelli, Chief People Officer at Employ, says the apparent contradiction—being pleased with current tools but ready to upgrade—makes perfect sense.
Recruiters are preparing for whatever 2026 throws at them: fluctuating demand, unpredictable labor markets, tighter budgets, and more scrutiny on AI. These teams want tech that can adapt, scale, and stay compliant as regulations tighten.
Manzelli’s takeaway:
Even if you can’t predict the future of hiring, you can prepare for it.
A Webinar to Decode the New Fraud Landscape
Employ is hosting a webinar on December 10, 2025 titled “Building Trust in the Age of Candidate Fraud.”
The session will feature Katy Jenkins, VP of Product at Employ, and Anthony Petraco, CEO of ProboTalent, discussing low-friction, high-security workflows for 2026.
TA leaders looking to overhaul their stack—or simply confirm they’re not missing red flags—will likely find it timely.
The 2026 TA Tech Landscape Is Already Taking Shape
If the data is accurate, nearly every modern recruiting team is staring down a significant tech decision in the next 12 months. And unlike past upgrade cycles—where the driver was efficiency or cost—this one is about resilience, trust, and keeping pace with AI-level change.
Recruiters may be satisfied today, but 2026 is the year they’re aiming higher.
Join thousands of HR leaders who rely on HRTechEdge for the latest in workforce technology, AI-driven HR solutions, and strategic insights
