Grainne O'Reilly

Navigating the 2026 Job Market: A Strategic Approach With recent news of significant tech layoffs, including Amazon's announcement affecting their Irish operations, where an estimated 300 jobs are at risk, many are considering their career resilience. After more than 13 years running a recruitment agency, here are some recommended steps, whether you are directly impacted or simply want to stay prepared: If you are exploring options proactively: - Turn on the "Open to Work" setting visible to recruiters only; it's discreet and effective. - Reach out to former colleagues and trusted connections. A simple "keep me in mind" message can open doors. - Follow and engage with content from companies and leaders you admire; visibility matters. If you are facing redundancy: - Understand your entitlements; review your redundancy package, notice period, and any benefits continuation. - Document your achievements and gather work samples (where appropriate and compliant). - Check if your employer offers outplacement support or career transition services. - Explore government supports and resources available to you. - Take time to process; redundancy is challenging, and it's okay to acknowledge that. - Consider making your job search public, turn on the green banner, though this is entirely personal. - Completely refresh your LinkedIn profile with a focus on skills, measurable accomplishments, and relevant experience. - Register with recruitment agencies and stay open to contract or temporary opportunities. - Double down on genuine networking. Regardless of where you stand: - Invest in continuous learning, especially AI-related skills through online courses or in-person programs. - Consider volunteering in your area of expertise; it keeps skills sharp and expands your network. - Stay open-minded about opportunities that might not fit your "ideal" but could lead somewhere meaningful. The job market may feel uncertain, but preparation and connection are always within our control. Wishing everyone navigating this landscape clarity and success ahead. What strategies have worked for you? I would love to hear your thoughts.

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📢 HR 2025 in Ireland: Insights That Drive Strategy The latest CIPD Ireland report offers timely insight into where we are as a profession and where we need to go. As HR, we are adding real value. We’re driving inclusion, building talent, supporting leaders, and shaping employee experience. But the report shows that business needs are evolving fast and we need to evolve with them. Key highlights: - 91% of organisations are facing skills shortages, especially in leadership, IT, and frontline roles - AI is on the rise, but only 11% have a clear plan or leadership capability to guide it - Business is focused on cost control, productivity, and tech adoption - HR continues to prioritise talent, leadership, and employee experience - Hybrid work is supporting attraction and retention but challenging culture and collaboration - Mental health, workload, and poor management support are still key reasons people leave So what does this mean for us in the People Strategy Agenda? We're making good progress with flexible working, better HR tools, and more support for managers. But we're still not fully in step with what the business needs most. This means we should keep moving forward and to keep make People Strategy a true part of the business strategy, not just a support function, but a driver of change by: - Connect talent & L&D to business outcomes - Build digital and AI readiness across HR and leadership - Equip managers to lead well in hybrid environments - Design work with wellbeing and sustainability in mind - Turn inclusion policies into daily practice - Use HR data to show real impact on cost, performance, and retention 📘 You can find the full CIPD report here: https://lnkd.in/eYhhEG_b #PeopleStrategy #CIPDIreland #FutureOfWork #LeadershipDevelopment

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📣 📣 Irish Gender Pay Gap Reporting Changes 📣 📣 Ireland have the The Gender Pay Gap Information Act 2021 in which when it came in 2022 employers of 250 or more employees had to annually report the employee pay gap report. In 2024 the employee count was reduced to 150. Now, in 2025 employers of 50 or more employees will have to now report their pay gap data. This has been brough in through S.I. No. 212/2025 - Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) (Amendment) Regulations 2025. https://lnkd.in/eMPAS8vG How to report: https://lnkd.in/eWvvkJWg

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I listened to a panel discussion a few weeks back during which Ronan Murphy spoke about being asked, "What if you're hit by a bus?" in interviews during, what turned out to be, his very successful sale of GetVisibility. The question was obviously figurative, and more a: "Can this business survive if you leave?" Big ole bus - sounds ridiculous right? How many founders get hit by a bus? Answer: 13% 13% of startup failures are directly attributed to the Founder being hit by a bus. Not the big yellow school bus type... but the physical, emotional, and mental exhaustion bus. Known as Founder Burnout. 13% translates to thousands of potentially viable businesses shutting down every single year. Not because of product market fit, or financials, or competition... purely due to founder burnout. The deeper you look into the numbers, the more a problem you realise this is: - 72% of founders experience high levels of burnout - 78% report impaired decision-making when burned out - Solo founders face an 82% burnout rate Yet, how often does this critical risk factor make it into VC due diligence conversations? We extensively analyze market fit, team composition, and financial projections, but what about founder wellbeing? The Work/Life balance shifts when in a startup, even more so when it's your Startup - perhaps this can't be avoided. But if almost 3/4 of founders are being clipped by the bus, surely we must build a crossing... or ensure founders know how to look out for this bus and deal with signs of oncoming. Smart VCs should be asking: "How are you planning to sustain your energy over the marathon ahead?" and "What support systems do you have in place?" or even better "How can we help?" Addressing founder burnout isn't just compassionate—it's good business. Building founder resilience into the investment thesis protects capital and increases the probability of success. VCs: Are you having these conversations? Founders: Are you demanding them or taking appropriate measures to avoid it?

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“It’s been game changing for the whole business.” — Richard Limpkin, VP & GM at UKG and co-founder of Immedis In this insightful interview with Irish Tech News, Richard shares how UKG One View is redefining global payroll, delivering transparency, AI-driven compliance, and pay equity across 150+ countries. https://ukg.inc/4pJ2tyQ

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“It’s been game changing for the whole business.” — Richard Limpkin, VP & GM at UKG and co-founder of Immedis In this insightful interview with Irish Tech News, Richard shares how UKG One View is redefining global payroll, delivering transparency, AI-driven compliance, and pay equity across 150+ countries. https://ukg.inc/4pJ2tyQ

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Irish salary increases average out at 3.5pc, research reveals, but fewer than half of firms offer extras? We launched Gewardz Health so that SME businesses could provide additional benefits that work (or clients see an 48% utilisation by their people) and yet there is a resistance 🤔 Need for a mindset recheck? Fearghal O'Connor and a chance to help make a difference https://lnkd.in/efEQS6pf

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Last week, Workday announced a new AI Centre of Excellence in Dublin which comes with a €175 million investment and the creation of 200 specialised roles in the region. Graham Abell and I spoke with The Sunday Times to explain what this funding means for our international expansion strategy and our ongoing commitments to the UK and Ireland. https://lnkd.in/ez9eA7eG

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