The tariff differences between professional groups vary greatly. In some roles, hourly rates are rising, while other segments are stabilising or under pressure. This development is linked to shifting demand, the greater importance of experience, and the impact of AI on work allocation. This calls for targeted choices in external hiring.
Averages hide more than they reveal
Across the whole market rate growth is levelling off. We have shown you this picture before. In 2025, the average hourly rate of highly educated professionals will be €103.33. That is historically high. Frontline and blue-collar groups are currently showing more movement in the labour market than the white-collar segment.
Frontline profiles are employees who are in direct contact with customers or the product, such as cashiers, warehouse staff, or service employees. Blue collar refers to operational or manual work, such as in production, construction, or logistics. White collar profiles mainly work in offices, often in knowledge or administrative roles, such as HR, finance, or marketing.
For you as a client, this means that focusing on "the average rate" currently offers little guidance. The real differences arise by professional group, experience level, and sector.
Senior gains, junior loses ground
A clearly emerging trend is the growing demand for mid-level and senior professionals. This demand pushes average rates up. Seniority equates to immediate availability, oversight, and speed. In a market with more uncertainty, organisations often choose experience over potential.
At the same time, the demand for junior profiles is decreasing. The Talent Monitor identifies two explanations for this. On the one hand, there is a labour reserve built up from previous years of scarcity. On the other hand, technology plays an increasingly significant role. Changes are occurring in tasks previously performed by juniors.
This explains why rates in senior roles remain stable or are increasing, while the junior segments are under pressure.
AI changes demand, not always the rate
Interestingly, in roles often perceived as AI-sensitive, rates are rising significantly. Consider customer service, secretarial roles, and personnel administration. In 2025, customer service employees even demonstrate a rate increase of 15.8 percent to an average of €64.31 per hour.
This may seem contradictory, but it is not. AI leads to restructuring, whereby junior roles are often scrutinised first. What remains are the more complex tasks, temporary gaps, and peak moments. These are filled by experienced professionals. This drives the rate up, despite technological support.
Winners and vanquished side by side
The Talent Monitor reveals clear winners. Specialised nurses, technical draftsmen, electrical technicians, and supervisory staff in the industry are noting rate increases around or above 10%. Managers in logistics and policy-making roles also show clear growth.
On the other hand is IT. There, the supply is large and the demand more selective. In some roles, rates are under pressure. This is not due to a lack of quality, but due to shifts in demand and a larger number of available professionals.
This means that “scarcity” is no longer a general term. It is specific, local, and role-dependent.
Education level loses its fixed place
Another striking signal from the Talent Monitor is that in some job areas, professionals with a lower education level now earn more than higher educated individuals within the same domain. Think of MBO 3-4 technicians compared to HBO-technicians. Direct deployability and market scarcity weigh more heavily here than education level.
This marks a break with the traditional remuneration model. It means it's a good idea to see whether your existing job classification and rates still align with the current market.
What does this mean for your hiring policy?
The differences per occupational group require a tailored approach. One rate strategy no longer suffices. The market moves less on emotion and more on data. Rate differences are the result of clear trends. If you can read these signals and translate them into your hiring strategy, you'll be stronger and able to make more targeted choices.
Do you want to see precisely which occupational groups are rising, where rates are under pressure, and how AI is changing demand? In the latest Talent Monitor, you will find the full substantiation with figures and tables.