The year 2025 is poised to be a dynamic period for job markets around the world. Both globally and in Brazil, employment forecasts show a mix of promising growth in key sectors and new challenges for businesses and talent. From the AI hiring boom and green energy investments to infrastructure projects and a rebound in services, multiple forces are shaping the future of work. This article explores the outlook for global and national employment in 2025, highlights the sectors expected to drive job creation, examines which companies will be most affected, and discusses emerging challenges and opportunities. Finally, we consider how organizations can adapt – and how Combine (combinegr.com) supports companies of all sizes through international recruitment, remote staffing, and flexible talent allocation.
Global Employment Trends in 2025
Around the world, the employment outlook for 2025 is cautiously optimistic yet tempered by economic realities. Global unemployment remained at a historically low 5% through 2024 – the lowest rate since 1991 – and is expected to hold around that level in 2025 (Global unemployment set to hold near historical low of 5%, ILO says | Reuters). In other words, despite economic headwinds, joblessness worldwide is at a generational low. However, slowing global economic growth (around 3.2% in 2024, slightly down from 3.3%) is projected to limit the pace of new job creation. The International Labour Organization warns that as the post-pandemic recovery loses steam, labor markets won’t see a “stronger and more durable” boost without targeted action.
Crucially, the positive employment trend is not uniform across all regions or demographics. Youth unemployment globally stands at about 12.6% – significantly higher than the overall rate – indicating ongoing skills gaps and entry barriers for younger workers. And while many advanced economies enjoy low jobless rates (some even multi-decade lows), others face persistent challenges (for example, South Africa’s unemployment remained over 30% in 2024). This divergence means global companies must navigate both tight labor markets in some areas and surplus labor in others.
On the whole, though, hiring sentiment is improving. Surveys of business leaders show renewed confidence going into 2025. Nearly 40% of companies plan to increase headcount in 2025, and almost half expect to raise salaries to attract the right talent (2025 Will Be A Rebound Year For Hiring: Here’s Why – Solutions Driven). In fact, about 74% of hiring professionals anticipate their company will grow in 2025 – a clear sign that many organizations are shifting back into expansion mode. Likewise, employees are on the move: over half of workers globally intend to seek new job opportunities in 2025, making the talent market more fluid. This combination of increased hiring demand and higher employee turnover suggests one of the most dynamic global job markets in years.
Brazil’s Job Market Outlook for 2025
Brazil enters 2025 with expectations of continued job growth, albeit at a more moderate pace than the previous year’s post-pandemic surge. A recent projection by FecomercioSP (São Paulo’s commerce federation) estimates that Brazil will create between 1.2 million and 1.5 million new formal jobs in 2025 (Brasil deve gerar até 1,5 milhão de empregos celetistas em 2025). While substantial, this represents a deceleration compared to 2024, when over 2.2 million jobs were added (Jan–Nov 2024) amid a strong economic rebound. The cooldown is attributed to a more challenging economic context – fading fiscal stimulus and higher interest rates are expected to slow growth to around 2%–2.5%, thus tempering job creation.
Notably, the service sector remains Brazil’s powerhouse for employment. In 2024, services accounted for about 53% of new jobs – roughly 1.2 million positions – far outpacing other sectors. This trend is likely to carry into 2025, with industries like retail, tourism, and professional services continuing to hire in response to consumer demand. Other sectors are also expanding, just on a smaller scale: industry, agriculture, commerce, and construction all saw employment gains in the past year.
The Brazilian government’s and private sector’s push on infrastructure projects is another focal point for jobs. A prime example is São Paulo’s ambitious Metro Line 6 (Orange Line) development – the largest public-private infrastructure project in Latin America. During its construction phase, Line 6 is generating around 9,000 jobs (São Paulo Metro Line 6 | ACCIONA | Business as unusual ), providing a significant employment boost in construction, engineering, and related services. Once completed in 2025, this new metro line will not only improve urban mobility but also leave a legacy of skilled workers and economic activity around its stations. Major infrastructure and logistics investments under Brazil’s growth acceleration programs (such as roads, ports, and energy projects) are expected to similarly contribute to job creation, even as the overall economy grows at a moderate rate.
Sectors Driving Job Growth in 2025
Certain sectors are emerging as key engines of employment growth in 2025, both globally and in Brazil. These include technological fields (like AI), sustainable industries (clean energy and climate-tech), infrastructure and construction, as well as a revitalized services and finance sector. Below we highlight each and how they are poised to add jobs:
- Artificial Intelligence & Tech: The tech industry – especially AI – is experiencing a hiring surge. AI-related roles are now among the fastest-growing jobs. In the United States, for example, job postings in AI have spiked by 68% since late 2022, even as overall postings declined (It’s America’s fastest-growing job – thanks to ChatGPT | CNN Business). LinkedIn data shows titles like AI Engineer and AI Consultant topping growth lists, with AI-skilled roles expanding 3× faster than other jobs. A headline-grabbing case is OpenAI’s hiring spree. The leading AI startup began 2025 with roughly 300 open positions posted, ranging from research to data center operations. OpenAI is aggressively recruiting talent to build out its own cloud infrastructure and reduce dependency on partners. Sam Altman, OpenAI’s CEO, even noted “the scale of what’s happening… is insane” as he urged engineers with large-scale computing expertise to join their mission. This feverish demand for AI and data talent extends to countless other companies – from scaling startups in fintech and health-tech, to established tech giants integrating AI into their products. Even outside pure tech, sectors like manufacturing and automotive are hiring software and AI specialists to drive automation and innovation. The challenge for businesses will be finding qualified experts in a field with notorious skills shortages – a topic we revisit later.
- Clean Energy & Green Transition: Efforts to combat climate change and upgrade energy systems are translating into major job creation in renewable energy, power grids, and sustainability projects. Companies investing in green infrastructure are ramping up hiring to meet surging demand for electricity and clean technology. For instance, Siemens Energy – one of the world’s industrial giants – announced plans to recruit over 10,000 new employees as it pours €1.2 billion into expanding its electricity grid business (Siemens Energy plans 10,000 new hires for electricity grid unit | Reuters). This expansion will span multiple regions: about 40% of the new jobs will be in Europe, 20% in the U.S., 20% in India, and the rest across Asia and Latin America. The scale of investment reflects a broader trend: “In the next 15 years, global investments in the grid will be as large as those made in the last 150 years,” according to Siemens Energy’s Grid Technologies head. Beyond power grids, renewable energy projects (solar farms, wind turbines, green hydrogen) and climate-tech startups are hiring engineers, technicians, and project managers. Governments too are fueling green jobs through incentives: policies like the U.S. Inflation Reduction Act and Europe’s Green Deal are spurring thousands of new roles in clean manufacturing, battery production, and environmental services. All told, the clean energy transition in 2025 is not just an environmental imperative – it’s a significant source of new employment in engineering, construction, and R&D, with industrial firms and utilities leading the charge.
- Infrastructure & Construction: As illustrated by Brazil’s Metro Line 6, infrastructure projects are labor-intensive endeavors that create ripple effects in employment. Public works and private construction booms are expected in many regions. In the United States and Europe, multi-year infrastructure plans (from highways and bridges to broadband networks) are kicking into high gear, translating funding into jobs on the ground. Emerging markets across Asia, the Middle East, and Latin America are investing in transportation, housing, and smart city infrastructure to support growing urban populations. These projects require armies of skilled and semi-skilled workers – civil engineers, machine operators, urban planners, and more. The São Paulo metro project alone stands as a vivid example: it is currently Latin America’s largest infrastructure project and has over 9,000 workers on site. Similarly large undertakings – whether it’s a new metro line, high-speed rail, or mega-hospital – can employ thousands during construction and create long-term operational jobs. In addition, we’re seeing manufacturing construction in the form of new semiconductor fabs and electric vehicle plants (driven by supply chain re-shoring and tech demand), which add construction jobs and then permanent high-tech manufacturing roles. The spillover effect of infrastructure spending also benefits local economies: contractors, suppliers, and service businesses around the projects see increased hiring. Overall, 2025 looks to be a strong year for construction and infrastructure employment, supported by both government stimulus and private investment – a welcome trend to offset slower growth in other areas.
- Finance & Services: After a period of volatility, the financial sector is regaining momentum and adding jobs, which is good news for white-collar employment. Wall Street, for instance, is staging a comeback in hiring. Big banks like JPMorgan and Goldman Sachs reported blockbuster profits in late 2024 (Goldman’s Q4 profit jumped 105% year-on-year), reviving appetite for deal-making and trading talent. Recruiters say banks that over-cut staff in the 2022–2023 slump are now selectively rebuilding teams in areas like mergers & acquisitions and institutional sales. Junior banking roles and back-office tech jobs in finance are in demand again as firms invest in growth. Beyond banking, the broader services sector – ranging from healthcare to hospitality – continues to expand payrolls as economies normalize. Consumer-facing services (travel, food, entertainment) that were hit hard by the pandemic have mostly recovered and are now stabilizing at new employment levels. Professional services (consulting, IT services, outsourcing firms) are also growing as other businesses seek specialized expertise and flexible support. In Brazil, as noted, services were the leading job generator and are expected to remain vital in 2025 (Brasil deve gerar até 1,5 milhão de empregos celetistas em 2025). One thing to watch is how technology intersects with services – for example, the rise of fintech and digital banking is creating tech jobs within financial services even as traditional roles evolve. Overall, the service economy’s strength is a lynchpin of the 2025 job outlook, underpinning millions of jobs globally, and its continued growth bodes well for reducing unemployment further – provided that consumer demand holds up and companies navigate cost pressures like wages and inflation.
Challenges and Opportunities in the 2025 Labor Market
While the employment trends for 2025 are encouraging, they come with new challenges and opportunities that business leaders and HR professionals must address. Chief among these is the skills gap. In fast-growing fields like AI, cloud computing, green tech, and advanced manufacturing, demand for talent far outstrips supply. Many organizations are finding that job openings require skills that relatively few candidates possess – a problem that can slow down innovation if not tackled. For example, AI expertise is so sought-after that even as tech companies hire aggressively, they also worry about a “war for talent” and have to invest in retraining and upskilling programs for existing staff. Likewise, the pivot to clean energy means oil and gas workers might need retraining to work on wind turbines or solar projects. Bridging the skills gap will require collaboration between industry, governments, and educational institutions to update curricula and provide on-the-job training. The upside is that workers with the right skills are in a strong position to command better pay and opportunities (hence the higher salary budgets many firms have set aside for 2025).
Another challenge is regional shifts in labor demand and supply. Certain regions are emerging as talent hubs, while others face shortages. For instance, as North American and European companies digitalize and deal with aging workforces, many are looking abroad to fill roles – tapping into talent pools in Asia, Eastern Europe, and Latin America. This so-called “nearshoring” and international remote hiring trend is simultaneously an opportunity for emerging economies (who gain jobs) and a solution for companies struggling to hire locally. We see increased hiring of software developers in Brazil, design engineers in India, and customer support teams in places like Mexico or the Philippines to serve global markets. At the same time, migration and demographic patterns affect where jobs need to be created: countries with youth bulges need to create more jobs to avoid high unemployment, whereas countries with aging populations face the challenge of replacing retiring workers. Businesses operating globally will need flexible talent strategies to move work to where the workers are (or bring workers to where the jobs are), all while navigating different regulatory and cultural environments.
The continued evolution of remote and hybrid work is both an opportunity and a complication. The pandemic-driven experiment in remote work has settled into a new normal: many companies have embraced remote staffing to access skills globally and offer flexibility, yet others (especially in finance and other traditional industries) are pulling employees back to the office. In 2025, we’re seeing a bit of a tug-of-war – for example, some Wall Street banks have rescinded hybrid arrangements to enforce more in-person collaboration. This creates an interesting dynamic: companies that insist on physical presence might limit their talent pool, whereas those open to remote roles can cast a wider net. For job seekers, remote roles broaden options beyond their local economy. For employers, being open to remote and international hires can help alleviate local skill shortages but requires robust onboarding and virtual team management practices. Overall, organizations that find the right balance – leveraging remote talent where it makes sense while fostering strong company culture – will have an edge in attracting and retaining talent.
One more consideration is the pace of technological change and automation. While 2025 is seeing net job growth, certain roles are being redefined or reduced due to tech (AI, robotics, and process automation). A World Economic Forum survey found that 41% of employers expect to downsize some jobs in favor of AI by 2030 (It’s America’s fastest-growing job – thanks to ChatGPT | CNN Business). In the near term, this means some routine tasks will be automated, and the nature of many jobs will shift towards working alongside intelligent systems. This isn’t so much a net loss of jobs as it is a transformation – but it underscores why continuous reskilling is crucial. The opportunity here is that new tech also creates entirely new job categories (data annotators, AI ethicists, drone operators, etc.) and can boost productivity, which in the long run can generate more jobs. Companies and workers who stay agile and embrace lifelong learning will benefit most.
In summary, the 2025 employment landscape presents a mixed picture: robust job opportunities across innovative sectors, coupled with challenges in finding the right talent and adapting to new work models. Economic uncertainties (inflation, geopolitical risks) still linger, but there’s a strong sense of forward momentum. HR leaders and executives should prepare to navigate high competition for skilled candidates, manage a geographically dispersed workforce, and invest in training programs. Those that do will be positioned to seize the growth opportunities of 2025’s job market.
Adapting Through Global Talent: How Combine Supports Hiring in 2025
For organizations aiming to capitalize on these trends, flexibility in talent acquisition is key. This is where Combine (combinegr.com) comes into play as a strategic partner. Combine is a global recruitment and outsourcing firm that helps businesses of all sizes – from scaling startups to multinational enterprises – build and manage their teams across borders. In a year when the right skills might not be available next door, Combine enables companies to recruit talent anywhere in the world and tap into high-growth labor markets. Whether you’re a tech startup looking for remote software engineers in another country or an industrial company expanding into a new region, Combine’s international recruitment expertise can identify and attract candidates with the precise skills needed.
One of the biggest advantages of a global talent approach is the ability to address regional skill gaps. For example, if a U.S. company is struggling to hire enough AI specialists domestically, Combine can connect them with experienced AI engineers in Latin America or Eastern Europe, arranging remote staffing solutions that integrate these hires into the company’s workflow. This not only fills the role faster but also often optimizes costs. Similarly, for a Brazilian firm seeking bilingual sales professionals or a European renewable energy company needing project managers for a new site, Combine can source qualified individuals from a worldwide network. By handling the complexities of international hiring – from compliance and time zones to cultural fit – Combine allows HR teams to focus on strategic planning rather than administrative hurdles.
Moreover, Combine supports flexible talent allocation, which is invaluable in the uncertain economic climate of 2025. Businesses may want to scale teams up or down quickly as market conditions change. Through a combination of direct hires, contract placements, and outsourced teams, Combine provides solutions tailored to a company’s current needs. For instance, a global enterprise can use Combine to establish a satellite team of remote analysts for a short-term project, and later reassign or scale that team as priorities shift. Or a startup experiencing rapid growth can lean on Combine to ramp up recruiting in multiple countries simultaneously, ensuring they don’t miss market opportunities due to talent constraints. This flexibility extends to supporting various work arrangements – on-site roles, fully remote teams, or hybrid setups – as required by the business model.
Ultimately, the employment trends of 2025 demand that organizations be proactive and innovative in how they find and manage talent. The companies that thrive will be those that embrace a global perspective on hiring, leverage technology to collaborate across borders, and remain agile in the face of change. With strong partners like Combine assisting in international recruitment and remote workforce management, businesses can turn the year’s challenges into opportunities. By opening up to the world’s talent, companies can fill critical roles faster, drive growth in emerging sectors, and build resilient teams that are prepared for the future of work.
