A more selective hiring market
Over the past two years, hiring across commodity intelligence and energy data platforms has shifted.
Following a period of rapid growth between 2021 and 2023, many companies are now operating in a more measured environment. Investment has become more selective, and hiring strategies have evolved accordingly.In 2026, hiring has not slowed. It has become more focused.
Macro tailwinds are still strongDespite a more cautious hiring environment, demand for commodity and energy intelligence remains high.
Ongoing geopolitical tensions, particularly in the Middle East, continued energy transition pressures, and increased price volatility are all driving demand for accurate, real time data.
For many businesses, access to high quality intelligence is no longer optional. It is critical to decision making.
This continued demand is underpinning hiring activity, even if overall volumes are lower than previous years.
Fewer roles, higher expectationsOne of the most noticeable changes is a reduction in overall vacancy volumes.
Many businesses are:
- Slowing down hiring plans
- Replacing rather than expanding roles
- Prioritising revenue generating positions
Companies are looking for individuals who can contribute quickly, with less ramp time and clearer commercial impact.
The rise of the multi functional commercial hire
A clear trend across commodity and energy intelligence businesses is the demand for more versatile commercial profiles.
Rather than hiring narrowly defined roles, companies increasingly want individuals who can:
- Generate pipeline
- Close deals
- Contribute to GTM strategy
- Support account growth
This is particularly evident in early and growth stage data platforms, where teams remain lean and each hire needs to deliver measurable results.
Domain experience is becoming more important
Another shift is the growing importance of domain expertise.
While strong SaaS sales experience remains valuable, companies are placing greater emphasis on:
- Understanding of commodity markets and pricing dynamics
- Familiarity with data and analytics products
- Ability to engage with both commercial and technical stakeholders
In a market where products are often complex and insight driven, credibility matters.
Compensation expectations vs market reality
A gap is also emerging between candidate expectations and company budgets.Many candidates are still anchored to compensation levels seen during the peak hiring years.
Meanwhile, companies are:
- Taking a more measured approach to base salaries
- Placing greater emphasis on performance driven incentives
- Expecting clearer return on each hire
This misalignment can slow hiring processes and create friction on both sides.
What candidates are prioritising in 2026
Candidate motivations are evolving.Beyond compensation, there is a growing focus on:
- Stability and long term growth
- Clear product market fit
- Strong leadership and direction
- Realistic targets and expectations
After a period of rapid expansion and uncertainty, candidates are becoming more deliberate in their decisions.
What this means for hiring managers
For companies hiring in this market, a few themes stand out:
- Clarity and positioning matter more than ever
- The strongest candidates remain selective
- Speed and decisiveness still make a difference
- The bar is higher, but so is the opportunity to hire well
Those who can clearly articulate their value proposition and move efficiently are best placed to secure top talent.
Final thoughts
Hiring in 2026 is not easier or harder. It is simply more focused.
Fewer roles, higher expectations, and a stronger emphasis on commercial impact are reshaping how teams are built across commodity and energy intelligence.
For both candidates and companies, success comes down to alignment.
About the author
Callum Beaumont is the Founder of Cordell Beaumont, a specialist recruitment partner focused on commodity intelligence and energy data platforms.
The team works closely with founders and commercial leaders across North America and Europe, providing insight into hiring trends, GTM team structures and talent movement across these evolving markets.
