The job market never stands still, but the reasons people choose to move roles are evolving faster than ever.
After years of uncertainty, restructuring and shifting expectations, professionals are approaching career decisions with a much sharper lens. To better understand what matters most, we recently asked our network one simple question:
What’s the number one reason you would switch roles in 2026?
With over 300 responses, the results offer a clear snapshot of how priorities are changing and what employers need to pay attention to if they want to attract and retain top talent.
The Results at a Glance
Compensation came out on top at 51 percent, followed by progression at 23 percent. Culture accounted for 16 percent of responses, while leadership came in at 9 percent.
Taken together, these results tell a much bigger story about where the market is heading.
Compensation Is Still the Primary Driver
It is no surprise that compensation is ranked highest. In a market shaped by inflation, cost of living increases and higher performance expectations, professionals are far more intentional about what they earn and how they earn it.
This is not just about base salary. Candidates are paying closer attention to total compensation, commission structures, earning potential and transparency. High performers want clarity. They want to ensure if they deliver, the business is set up to reward them accordingly.
People are no longer asking only what they will earn today; they are asking what they can earn if they perform consistently over time.
Progression Has Become a Priority
Progression ranked second and continues to grow in importance year over year.
Professionals are far less willing to wait passively for the next step. Career development has become non-negotiable, especially for ambitious individuals who want ownership of their growth.
Candidates are looking for clear progression pathways, defined milestones and proof that development and promotion actually happen within the business. Vague promises or unclear timelines are no longer enough. If progression is not visible, people will look elsewhere.
Culture Still Matters, But It Is Not Everything
Culture remains important, but not the deciding factor on its own.
Candidates are increasingly able to see through surface-level culture messaging. Perks and buzzwords do not outweigh capped earnings, unclear leadership, or limited growth.
What people want instead is a culture that supports performance: one that provides trust, accountability, and the space to succeed. Culture works best when it reinforces compensation and progression rather than trying to compensate for their absence.
Leadership Is Now the Baseline
Leadership ranked lowest in the poll, but that does not mean it is unimportant. Instead, it reflects a shift in expectations.
Strong leadership is assumed. Poor leadership is a deal breaker.
In 2026, effective leaders will coach rather than micromanage, set clear expectations, and remove obstacles that prevent people from doing their best work. Leadership may not always attract candidates on its own, but it plays a critical role in whether people stay.
What This Means for Employers in 2026
The modern candidate is informed, realistic, and confident in their value.
They want fair and transparent compensation, real opportunities for progression, a culture that supports performance, and leadership they can trust.
For employers, this means being honest about what is on offer and delivering on those promises. The businesses that succeed in 2026 will be the ones that align rewards with results and back ambition with action.
At Oscar, we see these conversations every day across our markets. Candidates are clear on what they want, and they are prepared to wait for the right opportunity.
The market is changing. The question is whether employers are ready to change with it.
