The government's revised NPPF and its companion reforms are the biggest shake-up to the planning system since 2012, and the resourcing consequences land squarely on local authorities. Mandatory housing targets are back, decision deadlines are tighter, and the skills to deliver both are already the scarcest in the market.
Across our placement data the pattern is consistent: demand is concentrating in the specialisms with statutory teeth, and the gap between advertised salary and accepted offer keeps widening where supply is thinnest. Organisations that benchmarked in January are already a band behind.
Time-to-offer tells the same story. Roles that move from brief to interview inside two weeks convert at nearly triple the rate of those that drift past a month, candidates in this market are simply gone by week five.
days, the median shelf life of a strong public sector candidate in 2026. Hiring processes built for 2019 are structurally too slow.
The authorities winning this market share three habits: a pre-agreed interview panel with delegated authority, salary bands set against live data rather than last year's establishment list, and a standing relationship with a specialist desk instead of a rota of generalist agencies.
None of it is complicated. All of it is discipline, the same discipline the best candidates read as a signal of how the organisation actually runs.
Treat resourcing as a programme, not a purchase order. Brief early, decide fast, keep the shortlist warm, and if the seat is statutory, have the interim conversation before you need it, not after.