Radancy Blog

Written by

What the 2025 G2 Buyer Behavior Report Means for Talent Acquisition Technology

Data-Driven Intelligence, Expertise & Innovation, Trends| Views: 11694

Updated: Januar 2026

AI has moved out of innovation labs and into day-to-day operations. According to the 2025 G2 Buyer Behavior Report, it is now consistently part of software buying decisions, funded through operational budgets and evaluated on real, measurable outcomes.

This change signals a new era for hiring technology. Instead of isolated tools, platforms are expected to operate as intelligent infrastructure that reduces friction, connects insight across systems and drives performance across the entire hiring life cycle. That expectation is reshaping how solutions are evaluated, funded and rolled out.

Here are five buyer behavior shifts from 2025 G2 research that are shaping how organizations approach talent acquisition technology this year.

1. AI has become operational infrastructure, not an innovation layer.

AI investment is accelerating, but the bigger change is where that investment now sits. G2’s data shows AI purchases are largely funded by central IT and departmental operating budgets, reflecting a move from experimentation to operational necessity.

For talent acquisition, this means hiring platforms are expected to support core workforce operations. AI must actively improve recruiter productivity, hiring performance and workforce planning, while remaining guided by human judgment. The most effective platforms embed intelligence directly into workflows, enabling recruiters and leaders to make faster, better-informed decisions rather than relying on isolated or experimental capabilities.

In 2026, talent acquisition leaders are prioritizing platforms where intelligence is built into sourcing, screening, scheduling and hiring workflows from the start.

2. Buying has tightened around ROI, time to value and performance.

While software spending continues to rise, the way organizations buy is changing. Buyers are placing greater emphasis on clear ROI, faster time to value and ongoing performance impact. While software investment remains strong, decisions are increasingly grounded in how quickly platforms can deliver measurable outcomes and support long-term business priorities.

This puts talent acquisition platforms under immediate accountability. Buyers want to see impact quickly across time to fill, cost efficiency, recruiter output and candidate conversion. Platforms must prove value early, then scale as performance is demonstrated.

Today, hiring technology wins not by promise, but by measurable contribution.

3. Platforms are replacing point solutions as complexity becomes the enemy.

G2’s research shows IT’s influence in buying decisions continues to grow, while buying teams shrink and operational leaders gain more control. Organizations are actively trying to orchestrate expanding AI and software ecosystems rather than add more disconnected tools.

For talent acquisition, this reinforces a major shift. Fragmented sourcing, CRM, advertising, screening and analytics tools fracture data across systems, creating silos, workflow friction and increased total cost of ownership. Buyers are increasingly looking for aunified platform that integrates data end to end, reduces integration burden and delivers consistent intelligence about candidates across the entire journey.

4. Trust, governance and responsible AI now shape every shortlist.

As AI becomes embedded in operational systems, security, compliance and responsible data use have become central buying criteria. InfoSec and legal teams remain closely involved in AI evaluations, and scrutiny continues to increase.

In hiring, this matters even more. Talent acquisition technology processes sensitive personal data, influences employment decisions and connects across enterprise systems. Buyers expect transparency, secure infrastructure and clearly governed intelligence that supports human decision making rather than replacing it.

Trust today is demonstrated through how platforms protect data, operationalize AI and deliver accountability.

5. Buyers invest in AI when it clearly improves hiring outcomes.

For talent leaders, this reinforces a simple truth. AI earns budget when it improves how organizations attract, engage and hire talent while increasing efficiency and reducing operational costs. Intelligence must translate into better matches, faster hiring cycles, stronger pipelines and clearer workforce insight.

Platforms that connect AI to real recruiting outcomes and measurable efficiency improvements will continue to shape buying decisions.

What This Means for Talent Acquisition in 2026

Talent acquisition technology is now evaluated as intelligent infrastructure – not support software. Buyers expect platforms that remove friction from recruiter workflows, reduce operating costs and deliver real business outcomes from day one. The focus has shifted from adding tools to building connected hiring ecosystems that accelerate implementation, improve hiring performance and create long-term workforce value.

At Radancy, this reality shapes how we design our platform and partner with customers. The Radancy Talent Acquisition Cloud is a single, Agentic AI-powered platform designed to increase recruiter efficiency, reduce costs and help organizations hire high-quality talent faster. Intelligence is embedded across sourcing, engagement, screening and hiring workflows to accelerate time to value and drive measurable hiring outcomes – while creating more meaningful experiences for candidates, talent acquisition leaders and employees.

If your focus in 2026 is improving efficiency, lowering costs and turning AI investment into realized hiring impact, explore what’s possible with Radancy.

To dive deeper into these shifts, check out our Radancy Smart Buyer’s Guide to Talent Acquisition Technology.

Keep Up With the Future of Hiring

Stay ahead of what’s changing in talent acquisition. Subscribe to Radancy Updates for monthly insights on skills strategies, AI-powered innovation and real examples of how global organizations simplify hiring.

SCHEDULE A DEMO →

Last modified: January 22, 2026

Request a Demo
Previous Story:
The Importance of Diversity, Equity and Inclusion (DEI) in Hiring
Next Story:
Building the Ultimate Talent Acquisition Tech Stack: Practical Steps for Success

About the Author /

Evan Clarke, a Canadian Content Marketing Manager based in Vienna, crafts narratives for Radancy through insightful articles, whitepapers, compelling social media content, and more. Outside of connecting top talent with leading companies, Evan enjoys writing fiction, producing music, and watching movies.

You might also like

Comments are closed.