Enterprise Salary and Hiring Trends: Insights From Robert Half’s 2025 Salary Guide

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Large enterprises will often make significant investments in technology and innovation and pursue major transactions to grow competitive advantage. But behind it all, they also rely heavily on diverse teams with specialized skills to help them stay agile and drive revenue and profitability.

However, according to a survey of U.S. hiring managers conducted for the 2025 Salary Guide From Robert Half, many enterprises are concerned about their ability to recruit skilled talent in the year ahead. Over half (51%) of respondents at large companies said the lack of applicants with required skill sets would likely be their company’s greatest hiring challenge through the end of 2025. An almost equal percentage (50%) said they worry about hiring quickly enough to land the best talent.

The ability to align compensation packages with candidates’ expectations is also a pressing concern, with nearly half (47%) of hiring managers at enterprise companies citing it as a top challenge. Meanwhile, their counterparts at both small and midsize businesses (SMBs) said meeting candidates’ salary expectations would be their most significant hiring hurdle in 2025.

What is a large enterprise?

Large enterprises are typically businesses with complex structures, significant resources and broad operations. These businesses can range from privately owned companies to publicly traded corporations.

Large enterprises often operate in multiple locations, serve diverse markets, and provide a wide range of products or services.

Large enterprises more open than SMBs to negotiating compensation with candidates

The findings outlined above suggest many enterprise companies need to take a proactive stance toward enhancing their value proposition to attract skilled candidates. They may also need to streamline their hiring processes so they can move swiftly to secure top hires. What could give large firms an edge when recruiting — at least when it comes to competing with SMBs for the same talent — is their willingness to negotiate compensation with candidates.

Robert Half’s research shows enterprise companies are more likely to engage in compensation negotiations than their SMB counterparts. One factor for this trend is large firms facing increasing pressure from candidates to have these discussions. Nearly half (47%) of hiring managers at large companies told us candidates are trying to negotiate salary more often than they did a year ago. In contrast, 41% of hiring managers at small companies and 42% at midsize firms said the same.

Candidates under consideration for positions at larger firms may feel more confident negotiating compensation packages with these companies because they assume they have the resources and flexibility to meet at least some of their requests. However, many enterprise organizations no doubt recognize they need to sweeten some offers to secure top hires.

Enterprise companies stepping up starting salaries for workers with in-demand skills

If candidates have the skill sets enterprise organizations need most, it could set the scene for more fruitful salary negotiations for those potential hires. That’s because many large companies are already prepared to offer higher starting salaries to professionals with the skills that they consider crucial to furthering their business growth and success.

Here’s a snapshot of the specific skills enterprise companies — and SMBs — are most likely to increase starting compensation for in the year ahead. This breakdown is based on the seven professional fields in focus in Robert Half’s Salary Guide.

Finance and accounting

Companies of all sizes are likely to offer higher salaries for candidates with expertise in financial reporting. They need these professionals to help them meet compliance requirements, maintain transparency with stakeholders and make more informed business decisions.

Technology

Many large enterprises are engaged in digital transformation initiatives and thus, are willing to make generous offers to candidates with hard-to-find expertise in AI, machine learning and data science. SMBs, which are often top targets for cybercriminals who exploit them to gain access to larger firms, are more likely to increase starting salaries for professionals with cybersecurity skills.

Marketing and creative

Large enterprises need skilled digital marketers to help them reach and engage with global audiences, drive brand awareness and stay competitive — and they are willing to increase starting salaries for professionals with these skills. SMBs, on the other hand, are more focused on boosting compensation for candidates with search engine optimization (SEO) and search engine marketing (SEM) skills that can help them raise their profile online and attract customers.

Administrative and customer support

Both large enterprises and SMBs are willing to increase salaries for customer experience (CX) professionals, recognizing the importance of delivering an outstanding CX and focusing on customer satisfaction in a competitive market.

Legal

Corporate legal departments at large companies are offering higher starting compensation for legal professionals with skills in AI and automation to drive efficiency in legal processes. SMBs, meanwhile, are placing more of a premium on leadership and management experience.

Healthcare

Large healthcare companies are increasing salaries for administrative skills like credentialing, patient registration and insurance verification. At smaller healthcare organizations, leadership and management experience are more likely to command higher salaries.

Human resources (HR)

Enterprise companies are equally focused on candidates with strong HR strategy and execution skills as well as those with proficiency in AI and automation. SMBs are more likely to increase salaries for HR professionals with expertise in strategy and execution.

Many large enterprises boosting pay for new employees agreeing to work on-site

Salaries aren’t the only topic candidates are keen to discuss when negotiating compensation with employers of any size — perks and benefits often feature in these conversations, too. And we know from our research for the 2025 Salary Guide that remote work options and flexible schedules are among the top perks workers want, and which many employers offer.

That said, we are also monitoring a growing practice, especially among enterprise organizations: increasing salaries for new hires willing to work regularly at the office. For roles that can be performed remotely, 76% of large firms report they are raising salaries for new hires who agree to work on-site either full-time or part-time. This compares with 63% of midsize firms and 61% of small businesses.

This trend underscores the preference of many enterprise organizations for an in-office presence, particularly for roles and projects that benefit from in-person collaboration and team engagement. But these employers will want to be careful not to be too inflexible, as they risk losing talent to companies less concerned about whether their employees work remotely all or part of the time.

Retaining top talent: another key concern for enterprise organizations in 2025

As it turns out, most enterprise companies are already worried about employee retention. According to research for our latest Salary Guide, 86% of large companies are concerned about retaining talent in the year ahead, a concern shared by 80% of midsize firms and 77% of small companies.

While many enterprises are increasing starting pay for new hires who agree to work on-site regularly, we also see a significant percentage (42%) of large companies offering hybrid work arrangements. So, while many enterprise organizations may aim to have more employees working in the office more of the time, it appears that offering flexibility in the “where” of work continues to be the key to holding onto valued talent for many of these businesses.

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By understanding and adapting to these and other salary and hiring trends, enterprise companies can more effectively attract and retain the skilled talent they need to build and maintain a workforce that will help them meet today’s business demands, while also preparing for what’s next.

For more market insights that can benefit organizations of all sizes, check out the 2025 Salary Guide From Robert Half.

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