Latest Release: 2025 Q1The ZipRecruiter Survey of New Hires
The ZipRecruiter Survey of New Hires is a quarterly survey of U.S. residents who started their current jobs within the past six months. New hires are the leading edge of the labor market—the first to experience changes in the urgency and intensity with which employers are recruiting workers, and the terms of employment on offer. Indicators tracked in this survey—such as how long it took workers to find their jobs, and what share received signing bonuses or healthcare benefits upon hire—can help gauge the quantity and quality of jobs available in the U.S. economy.
Latest Release
Q1 2025
The latest findings from ZipRecruiter’s Q1 2025 New Hires Survey suggest that the surprising burst of worker optimism and leverage seen at the end of 2024 has faded, with key indicators falling back to more typical levels. The share of job switchers who increased their pay dropped to 60%, down from 73% in Q4. Recruitment cooled as well, with just 35% of new hires saying they were actively recruited, compared with 53% last quarter. The share who negotiated their offers slipped to 31%, and only 20% received signing bonuses. Fewer workers received counter-offers from their former employers (19%, down from 31%) or reported being “very satisfied” in their new roles (40%, down from 46%). While Q4’s figures hinted at a potential rebound in worker bargaining power, the latest results suggest that momentum was short-lived.
Data Spotlight
60%
Previous: 67%
say their job search went well
60%
Previous: 73%
increased their pay
20%
Previous: 43%
got recruited
35%
Previous: 53%
negotiated their offers
31%
Previous: 49%
received a signing bonus
19%
Previous: 31%
received a counter-offer from their prior employer
19%
Previous: 31%
are “very satisfied” with their job
Highlights of the Q1 2025 Survey:
Worker Sentiment Slips as Hiring Perks Recede to Pre-Holiday Norms
ZipRecruiter’s latest quarterly survey of newly hired workers shows that the burst of worker leverage and optimism observed at the end of 2024 has not carried into the new year. After several quarters of choppier conditions, Q4 had brought sharp gains in pay, perks, and negotiating power. But in Q1 2025, those indicators largely fell back to more typical levels.
The share of new hires who reported increasing their pay with a job switch declined to 60%, down from 73% in the prior quarter. Just 35% were actively recruited into their new roles, compared with 53% in Q4. Negotiation rates fell to 31%, and signing bonuses were cut nearly in half, with only 20% receiving one—down from 43%. Counter-offers from prior employers also became less common, dropping from 31% to 19%. And the share of new hires who said they are “very satisfied” with their new jobs slipped to 40%, down from 46%.
The new figures suggest that Q4’s unusually strong results may have been a temporary holiday-season anomaly rather than the start of a sustained recovery in worker bargaining power. And while some metrics remain elevated compared to pre-pandemic norms, the direction of change in Q1 is decidedly cooler.
As in prior surveys, there are signs that sentiment may still be shaped in part by political outlook. Republican-leaning respondents continued to express greater confidence in the job market and in their future prospects. But with employer caution returning and the most generous perks fading, newly hired workers may be recalibrating their expectations.
Spotlight on Government Workers
New data reveals the challenges and transitions faced by former public-sector employees amid recent federal workforce reductions.
In the wake of President Trump’s return to office and his sweeping efforts to shrink the federal workforce—including early retirement offers, layoffs of probationary employees, and targeted reductions in agency staffing—many former government workers have been forced to chart a new course. ZipRecruiter’s latest survey of individuals hired within the past six months offers a snapshot of how they’re faring, and what they’re giving up to start over.
A notable 76% of former government employees said their job search went well, compared to 60% of all recent hires. They submitted fewer applications (27 on average, versus 31) and were more likely to land fully remote roles—36%, more than double the rate in the broader workforce.
But the financial picture is far more sobering. Just 36% said they increased their pay by switching jobs, while another 36% took a pay cut—well above the national average of 25%. And only 8% said they left government service for better pay, compared to 21% of all new hires. In many cases, the exits weren’t voluntary: 32% said they were terminated from their previous job, and 40% said they left because they were unhappy—both well above the overall averages.
Still, 84% report being satisfied in their new roles, similar to satisfaction levels across the workforce. But just 24% say their new job is their “dream job,” and 20% fear they may soon face another layoff—up from 14% overall.
Many haven’t strayed far from their roots. Nearly half—48%—have moved into other government positions, especially at the state and local level, where job security and mission-driven work may feel more familiar. Another 8% joined the healthcare sector.
The data paints a nuanced picture: while many former federal employees are landing on their feet, they’re often doing so with smaller paychecks, greater job insecurity, and diminished enthusiasm about the path ahead. As the Trump administration continues to restructure the civil service, these transitions offer an early glimpse into what a leaner federal workforce may mean for the careers—and financial well-being—of those pushed out.
A Growing Number of Job Postings Include Pay—But Fewer Workers Are Getting the Raises They Hoped For
New survey data reveals persistent gender gaps in pay transparency and expectations—even as optimism about raises remains high.
More than half of new hires say the job posting for their current role included a salary or wage range, according to ZipRecruiter’s Q1 2025 survey of recently hired workers. But that transparency isn’t reaching everyone equally: 61% of men reported seeing a posted pay range, compared with just 53% of women.
Even when salary ranges are disclosed, the final offers often fall short. Nearly 28% of workers who saw a range said their offer was at or below the low end. And women were notably more likely to say their offer came in below the posted range—17% versus 13% of men.
Across the board, workers appear to be adjusting their expectations. Just 23% say their pay exceeded what they hoped for during their job search, while 35% say it fell short. That figure was slightly higher among women, who were also more likely to say they didn’t receive any helpful information about how pay is determined in their workplace.
Comfort levels in salary negotiations also diverge. While the majority of job seekers who negotiated said they felt comfortable, women were less likely to report feeling “very comfortable” discussing pay—and more likely to say they felt uncomfortable. And while 80% of men said they believe they’re paid fairly, just 76% of women said the same.
Still, most workers are looking ahead with hope. Seventy percent say they’re optimistic about earning more in the coming year, including 72% of men and 68% of women. But when asked what they value most, the divide becomes sharper: men are far more likely to chase a bigger paycheck, while women are more likely to prioritize benefits and work-life balance.
Those trade-offs also help explain some of the persistent differences in pay outcomes. Women are less likely to see posted pay ranges, slightly less comfortable negotiating, and more likely to prioritize work-life balance and benefits over salary. In a labor market where transparency is expanding but not yet universal, those differences can quietly shape who gets what—and who walks away feeling satisfied.
"Pay transparency is growing, but women still face challenges in salary negotiations. More candid dialogue about salary and increased confidence in negotiations are key to creating a more equitable job market."
– Sam DeMase, ZipRecruiter Career Expert
Methodology
The ZipRecruiter Survey of New Hires is a survey fielded to a nationally representative online panel administered by PureSpectrum during the second month of every quarter. The sample consists of more than 1,500 adults who reside in the U.S., who are currently employed, and who began their current jobs within the past six months. It excludes self-employed workers.
The survey asks these recently hired workers detailed questions about the circumstances leading up to their employment, the hiring process, the job offer, and the working conditions in their new roles. Additional findings regarding the prevalence and distribution of particular job search experiences and working conditions across the cohort of recent hires, by age, gender, education, and industry, are available upon request. Email press@ziprecruiter.com for more survey data or to schedule an interview with the authors of this study.