What matters most to the next generation of researchers?

The conversation around recruitment often focuses on salary, hybrid working and benefits. While these remain important, recent conversations with early-career researchers suggest that priorities are shifting.

Working with ESOMAR on their recent event, I had the opportunity to speak with a wide range of researchers at the beginning of their careers. It was encouraging to hear so much enthusiasm and innovation around the future of the industry, but it was equally interesting to hear what people are looking for when considering their next move.

Three themes came up consistently

1. They want to work with AI, not around it

Artificial intelligence is no longer viewed as something that might influence research in the future – it’s already shaping expectations today. The researchers I spoke to aren’t worried about AI replacing their roles. Instead, they want to be part of organisations that are embracing AI to improve research quality, speed and creativity. They’re looking for employers who are experimenting with new methodologies, investing in technology and encouraging their teams to develop new skills.

For many, the opportunity to learn alongside evolving technology is becoming a significant factor when deciding where to build their careers.

2. Stability matters more than small salary increases

One of the biggest surprises from these conversations was how cautious many researchers are about changing jobs. While competitive salaries remain important, few people expressed an interest in moving for a modest pay increase alone. Instead, they’re asking bigger questions:

• Is this organisation financially stable?
• Will I still be here in several years’ time?
• Is this somewhere I can build a long-term career?
• Will this role get me where I want to go?

After several years of economic uncertainty, many younger professionals appear to value security and longevity over a relatively small uplift in salary. For employers, this is an important reminder that a compelling opportunity is about much more than remuneration. Culture, leadership and long-term vision all play a significant role in attracting talent.

3. Career progression can’t be an afterthought

Perhaps the strongest message was around development. Researchers are ambitious. They want to learn, take on responsibility and continue building their skills. They’re driven by their curiosity, and they want to feed it throughout their work. What they don’t want is to join an organisation where progression feels undefined or years away.

The expectation is no longer simply to wait until someone leaves before a promotion becomes available. Instead, candidates are looking for employers who invest in continuous learning, provide stretch opportunities, and have a clear pathway for career development.

For many, knowing what the next two or three years could look like is just as important as understanding the role they’re applying for today.

What does this mean for employers?

At ENI, we’re seeing increasing competition for talented researchers at every level. The organisations that consistently attract the strongest candidates are often those that can clearly articulate three things:

• How they’re embracing AI and innovation.
• Why they’re a stable, long-term place to build a career.
• How they’ll support learning, progression and professional growth.

Salary will always matter, but it’s becoming just one part of a much broader picture.

The next generation of researchers isn’t simply looking for a new job. They’re looking for an employer that will invest in their future.

If you’re building a team and adapting your offer to these expectations, Roshni would be glad to talk it through, or see how we help employers hire. For current pay benchmarks, read our salary and census reports; for how research careers develop, explore the Career map.