Latest Release: 2024 Q3

The ZipRecruiter Job Seeker Confidence Survey

The ZipRecruiter Job Seeker Confidence Survey is a nationally representative quarterly survey of U.S. job seekers that measures how optimistic or pessimistic they are about their ability to land their preferred jobs. Increased confidence is typically an indicator of future increases in employee turnover, wage growth, and labor force participation.

Data Spotlight

-- 0.0

Expectations Index

Job seeker optimism about the medium-term labor market outlook held steady at the lowest level since 2023 Q2.

-- 0.0

Preparedness Index

Job seekers’ confidence in their ability to navigate the job search was little changed.

⇩ 4.0

Financial Wellbeing Index

Self-reported financial wellbeing fell substantially to a new record low.

⇩ 6.5

Present Situation Index

Job seekers’ assessments of current labor market conditions continued to deteriorate.

U.S. Job Seeker Confidence

The ZipRecruiter Job Seeker Confidence Index fell 2.9 points to 90.2 in 2024 Q3 (Index: 2022 Q1 = 100), the lowest reading since the survey began in 2022 Q1. The four subindexes all either deteriorated or held steady. Job seekers’ appraisals of current labor market conditions and of their own financial wellbeing deteriorated especially sharply.

“A slowing labor market is weighing on job seekers and their finances.”

— Julia Pollak, ZipRecruiter Chief Economist

Job Seeker Sentiment Continues to Decline

Job seeker confidence continued to deteriorate across demographic groups in 2024 Q3, with job seekers losing confidence in the availability of jobs. The plurality of job seekers (43%) said their job search was going poorly and only 13% said it was going well—the widest gap in data going back to 2022 Q1.



Job Seekers Face Mounting Financial Strain

Self-reported financial pressure among job seekers intensified in 2024 Q3, paralleling their perceived decline in labor market prospects. Nearly two-thirds (64%) of respondents now feel compelled to accept the first job offer they receive due to financial concerns, a significant rise from a series low of 50% in 2022 Q2 .

Financial difficulties are also on the rise, with 45% of job seekers reporting hardship, compared to 30% in 2022 Q2. At the same time, the share of those who describe themselves as financially comfortable has shrunk from 33% to just 20%. The decline in self-reported financial wellbeing has affected both those job seekers who are currently employed and those who are unemployed.

The strain is particularly acute for a portion of the population. 22% of job seekers report facing serious financial difficulties, up from 14% in 2022 Q2, and 23% say they are falling behind on some bills, up from 16%.

These rising financial pressures appear to be influencing job seekers’ behavior, pushing some to accept suboptimal job offers and limiting their ability to wait for better opportunities. These findings suggest that financial insecurity is increasingly pushing workers to prioritize short-term survival over long-term career growth. Job seekers also reported losing confidence in their ability to raise their pay by switching jobs.




Job Market Pressures Prompt Strategic Shifts Among Job Seekers


In 2024 Q3, we asked job seekers a series of supplemental questions to assess how they are experiencing changes in the labor market and adapting their job search strategies. The results paint a picture of growing challenges and shifting expectations.

When asked if they had noticed any changes in the job market, 41% of respondents said it had become much harder to find a job, while 25% noted that it had become slightly harder. In contrast, only 1% of respondents said it had become much easier, and 3% reported it had become slightly easier. Meanwhile, 28% said they had not noticed any significant changes.

Job seekers also reported a decline in job opportunities. When asked about the availability of opportunities in their field compared to six months ago, 28% said there were significantly fewer opportunities, and 25% reported slightly fewer. By contrast, only 3% of respondents said there were significantly more opportunities, while 6% saw a slight increase. The largest share (39%) said job opportunities remained about the same.

In terms of job interviews or callbacks, 33% of respondents reported receiving far fewer than before, and 20% said they were getting slightly fewer. Just 3% of respondents reported a significant increase in interviews or callbacks, and 6% reported a slight increase. Interestingly, 18% said the number of interviews or callbacks remained steady, while 21% indicated that they had not been applying long enough to compare results.

Shifts in salary expectations were also evident. The largest group (42%) said their salary expectations had remained the same despite the changing labor market. However, 23% of respondents reported slightly lowering their salary expectations, while 19% had significantly lowered them. On the other hand, 13% had raised their expectations slightly, and 2% had raised them significantly.

Respondents have also observed changes in the types of jobs being offered. Nearly a quarter (23%) noted a decrease in full-time, permanent positions, and 16% said they were seeing more part-time or temporary roles. At the same time, 14% said there were more remote or hybrid positions, but 14% also said they were seeing fewer of these roles. Pay and benefits appear to be deteriorating as well, with 17% of respondents noting more jobs with lower-than-expected pay, and 8% reporting fewer jobs offering comprehensive benefits. Still, 28% of respondents had not noticed any significant changes in job offerings.

The need to adapt job search strategies was common. When asked if they had adjusted their approach due to recent labor market changes, 34% of respondents said they were applying to jobs outside their usual field, 27% were applying to lower-paying positions, and 22% were applying for more part-time or temporary roles. A smaller share (7%) said they were considering relocating for work, while 29% of job seekers said they had not made any adjustments to their job search strategy.

Job Seeker Preferences for Temporary, Seasonal, Contract, and Permanent Roles 

In the 2024 Q3 Job Seeker Confidence Survey, we included supplemental questions to explore job seekers' preferences for temporary versus permanent roles, and investigate the influence of factors such as financial pressure, preference for flexibility, and personal circumstances.

Forty percent of job seekers expressed a preference for a permanent, long-term position, while 8% were seeking contract or freelance roles, 7% were looking for temporary or seasonal positions, and 45% were open to any kind of role. 

Among those seeking temporary or seasonal work, the most commonly cited reason was the desire for flexibility, with 25% of respondents saying they preferred the flexibility these roles offered. An additional 14% indicated that temporary or seasonal work better aligned with their current life circumstances, such as caregiving or schooling.

Financial motivations were also significant in the decision to pursue temporary or seasonal work. Twelve percent said they needed to earn extra income due to unusual financial strain this year, while 14% indicated they typically use temporary or seasonal work to supplement their income. Another 8% of respondents said they were unable to find a permanent position, suggesting that some may be taking temporary roles out of necessity.

Other respondents cited various reasons for choosing temporary or seasonal work. Nine percent said they were not ready to commit to a permanent job, and 8% said they enjoyed the variety and new challenges that these roles provide. A smaller group—4%—saw temporary or seasonal work as a stepping stone to a permanent position, while 2% were looking to gain experience or skills in different industries. A small portion of respondents (2%) offered other, less common reasons.

These results suggest that while flexibility is a key driver for many seeking temporary or seasonal work, financial necessity and life circumstances also significantly influence job seekers’ preferences in this category.

The Great Resignation: Where Workers Are Two Years Later

In a final supplement to the 2024 Q3 Job Seeker Confidence Survey, we asked workers how the period known as the Great Resignation of 2021-2022 affected their careers, and how their pay, working conditions, and job satisfaction have evolved since. The results provide insight into the long-term effects of that period of unusually high worker leverage.

Pay Increases During the Great Resignation

The Great Resignation presented an opportunity for many workers to reconsider their employment situations, with some opting to switch employers in search of better opportunities. When asked whether they had switched jobs during the Great Resignation, nearly half of respondents (48%) said they stayed with their current employer. About 22% reported that they remained in the same job but took on new responsibilities. Altogether, 30% switched employers, with 17% transitioning to a different industry, and 12% switching jobs within their prior field.*

The survey data reveals stark differences in pay outcomes between workers who switched jobs during the Great Resignation and those who stayed with their employers. Among those who switched employers during the Great Resignation, 53% received a pay increase, with 19% securing an increase of 10-19%, and 15% benefiting from a raise of 20% or more. Twenty-seven percent saw no change in their pay, and 20% took a pay cut.  

In contrast, workers who stayed with their current employer were much less likely to see pay gains. Only 18% of stayers reported any pay increase, with just 8% receiving raises of 10-19%, and a mere 2% securing raises of 20% or more. The majority of stayers (62%) saw their pay remain the same, while 20% reported taking a pay cut. These figures highlight the wage stagnation faced by those who did not capitalize on the job-switching trend during the Great Resignation.

Pay Increases Since the Great Resignation

A significant share of workers (50%) reported that they have not received any further pay increases since the Great Resignation, while 19% say their pay has actually decreased. Twenty-one percent said their pay has increased but at a slower pace than before, and only 10% said their pay has continued to increase at the same pace as during the Great Resignation.

Those workers who switched jobs during the Great Resignation are significantly more likely to have continued to receive pay increases. 49% of those who switched jobs within the same industry, and 42% of those who switched industries, have experienced subsequent wage growth. Only 27% of those who remained in the same job with the same employer, and 19% of those who switched to a different role with the same employer, have experienced subsequent wage gains. 

Shifts Toward Remote and Hybrid Work

The Great Resignation also accelerated the shift to remote work. Forty-nine percent of workers reported that they continued to work in-office during the Great Resignation, and 22% said they were already working remotely prior to the pandemic and continued to do so. For those who made a switch, 14% moved into a hybrid role (partially remote, partially in-office), and 14% transitioned into a fully remote job.

The permanence of transitions to remote or hybrid work varies across workers. Among respondents who moved to remote or hybrid work, 37% report that they are still working fully remotely, while another 21% are still in hybrid roles, maintaining the same level of flexibility they enjoyed during the Great Resignation. 

However, not all workers who switched to remote work during the Great Resignation were able to maintain their arrangements. Twenty-two percent remain in hybrid roles but with reduced flexibility. Around 10% of respondents are now required to work fully in-office, and 8% switched to a new job that is entirely in-office. These results suggest that while many workers have retained some level of flexibility, a significant portion have had to return to traditional work environments.

Remote work continues to play a critical role in job satisfaction, with workers still attaching significant importance to having flexible work arrangements. For many, the ability to work remotely or in a hybrid model remains a key factor in how they view their current and future job satisfaction.

Career Trajectories and Engagement Since the Great Resignation

While the Great Resignation initially gave some workers a boost, many reported mixed long-term outcomes. About 42% of respondents said their careers have stagnated or declined since the initial boost they experienced during the job-switching period. Only 10% reported that their careers have significantly improved and continue to progress, and 20% noted that their career progress has plateaued. Meanwhile, 28% said their careers have returned to a similar trajectory as before the Great Resignation.

When asked about their satisfaction with career progression, 35% reported dissatisfaction with 18% somewhat dissatisfied and 17% very dissatisfied with their current career trajectory compared to their expectations during the Great Resignation. 44% of respondents expressed neutrality, 14% said they were somewhat satisfied, and 7% said they were very satisfied.


* Note: Percentages may not sum to 100% due to rounding.

The Survey

The quarterly ZipRecruiter Job Seeker Confidence Survey is based on an online sample and conducted for ZipRecruiter by Qualtrics. It is administered to 1,500+ job seekers between the 10th and 16th of the second month of each quarter and weighted to the U.S. Census Bureau’s American Community Survey. Respondents may be employed, unemployed, or not currently in the labor force, but they must reside in the United States and plan to find a new job “in the next six months” in order to be included in the sample.

The ZipRecruiter Index

The overall ZipRecruiter Job Seeker Confidence Index comprises four subindices:

  • The Preparedness Index measures how confident job seekers feel about their job skills, education, and training, as well as about their job search skills—that is, their ability to find relevant positions, develop application materials, and interview effectively.

  • The Financial Wellbeing Index measures job seekers’ financial security—that is, whether they have peace of mind about their ability to meet their financial needs, or whether they are searching for work and negotiating job offers under financial pressure.

  • The Expectations Index captures job seekers’ short-term outlook for labor market conditions. It is based on questions about whether job seekers expect the number of available jobs to increase or decrease.

  • The Present Situation Index is based on job seekers’ assessment of current labor market conditions. It is based on questions about whether they expect to get interviews, find a job easily, and get the job they want, and how satisfied they are with their job search.