From my desk to yours, welcome back to another edition of The Talent Pulse. This time I’m covering what’s happening in the Snohomish and King County labor markets, a few hiring trends worth watching no matter what industry you’re in, and a personal update on returning from maternity leave.
Regional Market Snapshot – Snohomish & King County: Where Hiring Stands
Tech pullback is rippling outward
Both counties are holding in the high 4% range this spring. King County sat at 4.9% in April, and Snohomish eased slightly to 4.9% in May, still elevated compared to a year ago. Snohomish’s rate continues to be shaped as much by King County’s tech sector as by local conditions. State labor economists point out that Amazon, Microsoft, Meta, T-Mobile, and Oracle have all cut jobs in King County over the past year. Because roughly 40% of Snohomish County residents commute into King County for work, those layoffs show up in Snohomish’s numbers even though the job losses technically happened elsewhere. Microsoft alone has cut around 15,000 positions company-wide over the past year, including a fresh round this month that hit its Xbox division particularly hard, and job openings at the company have dropped sharply in recent weeks, a notable shift for one of the region’s largest employers.
Manufacturing and aerospace are still hiring
Boeing remains one of the most active employers in the region, with open roles spanning manufacturing operations, structural engineering, quality, cybersecurity, and supply chain across Everett, Renton, Auburn, Tukwila, and Seattle. For engineering, construction, and manufacturing talent, this is a meaningfully different picture than the tech layoff headlines suggest. Aerospace and industrial employers are still actively building teams.
Where the softness is
Leisure, hospitality, and food service have taken the biggest hit in Snohomish County as consumers pull back on discretionary spending and fewer international visitors come through the area. Retail, by contrast, added a modest number of jobs over the same period.
Five Hiring Trends Worth Knowing
What These Hiring Trends Mean for Employers
The tools and expectations shaping hiring may be changing, but the fundamentals remain remarkably consistent. Employers still need a clear understanding of what success looks like, an efficient process, access to the right talent networks, and a strong candidate experience.
Skills-First Hiring Expands the Talent Pool
A skills-first approach can widen the talent pool by identifying capable candidates whose experience may not follow a traditional path. By looking beyond degrees and job titles, employers can uncover qualified talent that might otherwise be overlooked.
AI Supports the Process, but People Make the Decision
AI can help organize applications, identify potential matches, and improve efficiency, but it cannot fully evaluate leadership ability, cultural alignment, motivation, or long-term potential. Those decisions still require experienced human judgment.
A Thoughtful Hiring Process Should Still Move Quickly
Strong candidates rarely remain available for long, and unnecessary delays can signal indecision or a lack of alignment within the organization. When expectations, decision-makers, and timelines are established early, companies can move efficiently without compromising the quality of the hire.
Referrals Create Faster Access to Trusted Talent
Referrals and trusted professional networks provide access to candidates who may not be actively applying but are open to the right opportunity. These relationships often lead to faster, more informed hiring decisions because an initial level of credibility already exists.
Workplace Flexibility Is Now Part of the Offer
Candidates are evaluating not only the position and compensation, but also how, where, and when they will be expected to work. Organizations that understand where flexibility is possible, and communicate those expectations honestly from the beginning, will be better positioned to attract and retain strong talent.
Building a Hiring Process for Today’s Market
Employers do not need to adopt every new hiring trend. They need a process built for today’s market: skills-focused, technology-supported, human-led, responsive, and clear.
A Personal Note: On Returning From Maternity Leave
I’m back, and so happy to be. The past four months were everything I hoped they would be: slow mornings, tiny snuggles, and soaking up every bit of time with my little one.
I loved that time away more than words can really capture, and I’m just as grateful now to be back doing work I love and reconnecting with all of you.
Thank you to my clients, candidates, and colleagues who were so patient with slower response times and rescheduled calls while I was out. That grace meant a lot, and I don’t take it for granted.
Being away also gave me a soft spot for how much it matters when a workplace truly supports new parents, real time to be present, and a warm welcome back whenever you’re ready. It is something I will always carry into how I show up for the candidates and clients I work with.
If we were mid conversation before I stepped away, or you’ve got a search you’d like to pick back up, I’d love to reconnect.
Grateful for the time away, and glad to be back. Alissa
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