Women and older contractors leading growth in Ireland’s contract economy.
Professional contractors are driving significant changes in Ireland’s workforce, with women and over-50s emerging as top performers in the contract market, according to new data from Matrix Recruitment.
The company’s latest Q2 2025 Workforce Trends Report reveals that for the first time in five years, female contractors are earning more per day than men. The average day rate for women across IT, engineering, and healthcare reached €565, compared to €548 for men.
“Companies are leveraging contractors to cover critical gaps, reduce long-term headcount costs, and accelerate delivery on strategic projects”
“Employers are leaning heavily on contractors to maintain output during hiring freezes, project surges, and hard-to-fill roles,” says Breda Dooley, head of Recruitment at Matrix Recruitment. “Our clients are prioritising agility, and the data shows it’s changing who gets hired and how.”
Contract roles central to workforce planning
The report shows that 85% of businesses are planning to hire on a contract basis in 2025, with contract roles becoming central to workforce planning strategies across Ireland.
“Companies are leveraging contractors to cover critical gaps, reduce long-term headcount costs, and accelerate delivery on strategic projects,” says Breda. “To support this shift, Matrix offers flexible contract and temporary hiring solutions, including fully managed payroll services to ensure fast, compliant onboarding without overburdening internal HR teams.”
Contractors aged 50+ are also in high demand for their expertise and dependability, particularly in technical and operational functions.
“The market is recognising the value of lived experience and reliability,” says Dooley. “Women and older professionals are becoming an integral part of workforce strategy — and that’s reflected in pay and hiring activity.”
Quality over quantity in recruitment
The rise of e-recruitment and technology has transformed the Irish jobs market, with nearly all Global 500 companies now using some form of online recruitment. Job advertisements are generating high application numbers, though many applicants lack relevant experience or genuine engagement with the role or employer.
“A true candidate is someone who meets the criteria and is sincerely interested in the position,” Dooley explains. “Quantity doesn’t equal quality and hiring managers need curated shortlists, not inboxes full of generic CVs. Although job boards generate huge application numbers, that doesn’t equate with viable candidates.”
Matrix reports a surge in exclusive recruitment arrangements in engineering, finance, and manufacturing as companies seek faster hiring cycles and better outcomes.
“With exclusivity, our consultants can dedicate more time and deliver higher-quality shortlists,” says Dooley. “It helps reduce time-to-hire and boosts candidate experience. By contrast, multi-agency models often lead to slower results and duplicated efforts.”
Flexibility remains priority for candidates
Remote and hybrid work options remain a top priority for candidates, particularly in finance, office support, engineering, and quality/laboratory roles.
A significant portion of Irish managers implement “hushed hybrid” arrangements to allow their teams flexibility against company policy.
“Flexibility isn’t just a perk anymore: it’s a strategic advantage,” says Dooley. “Companies who prioritise hybrid options benefit from a broader and more diverse talent pool.”
ESG knowledge emerges as core skill
ESG (Environmental, Social, and Governance) knowledge is no longer confined to sustainability roles, with companies increasingly valuing candidates with expertise in ESG reporting, ethical governance, and climate-conscious operations.
“ESG awareness is now seen as a core soft skill,” says Dooley. “It signals responsibility and future-readiness. Later this year, we’ll release our ESG Hiring Survey, which will explore this trend in more depth.”
Regional challenges and solutions
Matrix’s regional offices report ongoing difficulties in filling manufacturing, logistics, and engineering roles outside of urban centres. Areas such as Waterford, Athlone, and Carlow are experiencing growing demand for outsourced payroll and recruitment support, particularly in accountancy, where the talent gap continues to widen.
The report notes that employers still face delays in interviews, internal approvals, and offers, especially during summer, despite application and shortlist volumes remaining steady.
“Hiring teams must align early and act fast, or risk losing talent to quicker-moving competitors,” Dooley warns.
Strategic hiring recommendations
As Irish employers enter the second half of 2025, Matrix Recruitment advises businesses to invest in contract professionals for agility and output, prioritise flexibility to attract and retain top talent, and focus on quality over quantity to avoid application overload. Embracing diverse hiring – including experienced and underrepresented professionals – is also key, as is streamlining internal approvals and timelines to stay competitive.
“The companies succeeding today are those who act quickly, think inclusively, and plan smart,” Breda concludes.
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