Russia has seen a rising trend of talent poaching as firms compete for skilled workers. Recent findings from the Talantix study show that a majority of employers, about 67 percent, pursue direct recruitment by hunting for candidates rather than relying solely on advertised postings or passive methods. This shift signals growing urgency in how companies secure essential talent amid a tightening labor market. The practice of actively seeking competitors’ staff has become more pronounced as firms try to fill high demand roles and prevent skill drain across industries.
Marina Khadina, Development Director at Talantix, notes that many organizations struggle to meet employee expectations and attract new personnel. Firms are employing a broad set of recruitment tools, including offering higher salaries, improving benefits, and refining the candidate experience to win over top talent. They are also investing in employer branding, internal mobility programs, and targeted outreach to passive candidates who may be open to new opportunities, as organizations seek faster and more predictable results in a competitive landscape.
In terms of role distribution, the survey shows that workers account for 26 percent of targeted hires, sales managers for 24 percent, and production specialists for 20 percent. Managers and executives comprise 13 percent, business professionals 12 percent, and IT specialists 11 percent. These figures underscore a persistent mismatch between available applicants and the specialized needs of growing sectors, prompting employers to pursue aggressive recruitment strategies across multiple functions.
Maxim Oreshkin, who previously served as Deputy Head of the Presidential Administration of Russia, recommended addressing the labor shortage through increased automation and robotization. This approach aims to supplement human labor with technology to sustain productivity even when hiring pipelines are thin. The goal is not to replace all workers but to redeploy and augment the workforce where repetitive or dangerous tasks prevail, enabling companies to maintain output while seeking scarce skills elsewhere.
The trends described reflect the broader context of talent scarcity in the Russian Federation, where certain professions have long been in short supply. The pattern highlights the ongoing need for strategic workforce planning, vocational training, and smarter recruitment practices that can adapt to evolving market realities and help stabilize the labor market over time.