Choosing the Right Talent Partner as We Head into 2026

As we approach 2026, this time of year is often filled with New Year’s resolutions and ambitious goal-setting for the busy months ahead. A common mistake many professionals make, however, is adding more to an already full list without taking the time to reflect on whether what they’re currently doing or how they’re doing it is truly helping them achieve the outcomes they want. In some cases, it may even be holding them back.

Already this year, I’ve spoken with a number of highly skilled professionals, both within and outside the social care market. Interestingly, they’ve all asked the same question when considering their next move: How do I know I’ve chosen the right company and talent partner to help me find my next role?

My response is always the same and it often comes as a surprise given some of the advice they’ve previously received. Below are a few of the key points I share when asked this question, and what skilled professionals should consider when choosing a company and talent partner.

Choosing the company is just as important as choosing the individual you work with.
With national reform taking place across multiple sectors, alongside significant legislative change in areas such as finance, procurement, and social care, it’s vital to work with a reputable company. That company should not only understand the landscape but also actively protect you as a contingent worker, ensuring your information is handled securely, your documentation meets the required standards, and the advice you receive is accurate and compliant.
It’s worth remembering that, in most legislation, ignorance is not a defence. Feeling confident that the company you work with is doing everything possible to support and protect you is essential.

The company and talent partner should add real value.
2026 is set to bring further reform across social care, including the continued implementation of DfE guidance, the anticipated SEND White Paper, and continued discussion around adult social care. In this environment, sector expertise matters more than ever.
Working with a knowledgeable company and talent partner should mean access to opportunities earlier, strong relationships with the areas you want to work in, and meaningful insight into roles from the team culture to what your first day will actually look like. This level of understanding ensures you don’t miss out on opportunities and helps you make informed decisions.

Be cautious of generic job lists and limited information. While they may look appealing at first glance, starting an assignment without clear details can lead to roles that don’t match expectations. The right talent partner should offer clarity, context, and honest insigh,t not just a vacancy.

Ensure the talent partner you work with is maximising your options, not reducing them.

As a skilled professional, it’s likely you’ll receive multiple calls from talent partners and agencies when you upload your CV or update your LinkedIn profile. While this can initially feel reassuring, having several people looking for opportunities on your behalf in reality it can often create barriers rather than open doors. In some cases, it can even cause unintended reputational damage during your job search.

Registering with multiple agencies reduces your control over where your CV is sent, who it’s sent by, and how many times it may be submitted for the same role. This can lead to confusion, duplicated submissions, and situations where you’re put forward for roles without your knowledge or agreement. Being contacted unexpectedly about an interview you weren’t aware of and then having to decline can unfortunately close doors, something we see far too often in the social care market.

A more effective approach is to work exclusively with a trusted talent partner in a specific region or local authority you’re interested in. This ensures they truly understand your experience, your preferences, and your career goals. More importantly, it allows them to have informed, direct conversations with hiring managers about you rather than your CV being sent multiple times with no detail.

Working with one dedicated talent partner gives you clarity, control, and transparency. You’ll know where you’ve been submitted, which roles are available (or not), and can make informed decisions about the opportunities that genuinely align with what you’re looking for. In a competitive and fast-moving market, that level of control can make all the difference.

In conclusion, these are three of the key tips I not only share every time I’m asked how to know whether you’re working with the right talent partner, but also the best practices that all talent partners across Connect2 are committed to delivering.

As professionals reflect on the year ahead, the most impactful change isn’t always about doing more. Often, it’s about choosing better choosing who you trust to support your next role and to help you build your career with confidence.