What if salary wasn’t the most important thing to your future hires? According to the 2025 Hatch Hotlist, career development has now overtaken pay as the top priority for Gen Z and Millennials. Based on responses from nearly 2,000 young Australians, the Hotlist offers a clear picture of what today’s talent actually cares about — and how employers need to adapt. We caught up with Adam Jacobs, co-founder of Hatch, to talk side hustles, AI, ghosting, hybrid work, and how leaders can attract (and keep) the next generation of talent.
The new Hotlist shows that career growth has overtaken salary as the top priority for young professionals. Why do you think that shift is happening now?
We’re seeing this as a reaction to the fast-changing world around young people and finding paths to security within that change. While salary is important and will always be, young Australians are looking to learn and progress in their careers, and they know that companies that focus on this are where they are most likely to achieve that. Learning and growing also make work more meaningful, and we know that’s important to all people.
You’ve got 8 out of 10 Gen Z and Millennials saying they already have or want a side hustle. How should smart employers be thinking about that, instead of seeing it as a distraction?
Side hustles are on the rise, with more and more young Australians eager to try their hand at starting their own ventures while maintaining a stable day job, presenting a significant opportunity for employers. These projects should be seen as a sign of curiosity, ownership, and drive. Side hustles allow team members to develop their interests and build new skills that they bring back into the business.
AI is creeping into job applications, but your data shows young people still care deeply about the human side of hiring. What are the biggest disconnects you’re seeing between what talent wants and how companies are hiring?
People want to feel seen, heard and respected when they are applying for jobs and sometimes it can feel like perhaps there’s an AI bot screening you out before you even get the chance. It’s understandable for both candidates and employers to want to streamline their processes by using these new AI tools but the human connection needs to remain. We find people who put the time in to build out a rich profile on Hatch and offer a video of themselves as part of their application do far better and have a more positive experience.
Ghosting came up a lot in the report. Three out of four have experienced it, and many won’t apply to those companies again. What’s the long-term risk for brands that ignore this?
The Hotlist gave us some really stark findings about ghosting. Almost 75% of candidates report being ghosted often or most of the time and it’s leaving them feeling demotivated and unlikely to apply for a job at that company again, as well as possibly becoming a detractor. Employers should set clear hiring timeframes and stick to them. Even a quick “we’re still reviewing” keeps candidates engaged and shows respect.
Nearly 90% of Gen Z and Millennials want a hybrid setup. What are they really asking for in terms of office culture and collaboration?
A lot of these young people were coming into the workforce or still just new in it when Covid changed working policies entirely and after a few years of reaping the rewards of flexibility, most people are now saying they really want to be back in the office at least some of the time, for connection with colleagues, growth opportunities and that natural learning that happens when you’re around peers. In terms of when they come in, they want clear policies and a sense of shared rhythm.
Despite everything, 79% feel positive about their future. What do you think is fuelling that optimism, and how can leaders support it instead of undermining it?
Young people are by and large optimistic about the future because they are excited about being on the forefront of a new technology – AI – and what that could mean for their careers.
Young Australians are telling us clearly that they want to grow and learn, they need to be paid properly and they need to be respected. Employers can reduce ghosting, be clear about working from home policies and reinterpret how they see side hustles if they want to win and keep the best top talent.
