Reflections, Trends & What’s Coming Next

GRC market insights from PX Resources

As we close out another year in the Governance, Risk & Compliance (GRC) market, these are a few reflections from the desk - grounded in real conversations with candidates, hiring managers, and leaders across the industry.

There’s a lot shifting beneath the surface. Some of it is obvious, some of it less so. But together it’s reshaping what “great” looks like in GRC talent, and how organisations are building capability for 2026 and beyond.

A real market shift: direct hiring, tougher decisions

One of the biggest changes this year is the swing toward direct hiring over recruiters. With candidate volume high, the move makes sense - but it’s introducing new pressure points:

1. CVs are converging
   CVs are starting to blur. Titles overlap. Everyone cites “CPS230”, “transformation” or “risk maturity” – making it harder to spot who’s truly strong.

2. Candidate drift
   Without active management, strong candidates move on. We’re seeing hiring processes end with the preferred candidate already off the market.

3. Longer time-to-hire
   Weaker shortlists plus late-stage drop-off are stretching timelines - and increasing the risk of settling.

4. Only fishing in the active pool
   Active candidates aren't exclusive; and they're moving fast. Are you really getting the best candidate or the best "active" candidate?

Bottom line: volume doesn’t equal quality.

Success will come from tighter hiring processes and strong market guidance still matters.

In lean teams, a mediocre hire costs more downstream than ever.

Capability isn’t just on paper — it shows up in how people think, influence, perform under pressure, and understand the business they’re there to protect.

The GRC Person of 2026: traits that stand out

Beyond technical requirements, certain personality traits are consistently rising to the top:

• Practical thinkers over theorists
  Organisations want people who can bridge frameworks with real-world execution. Translation skills are now as valuable as technical depth.

• Adaptability
  Regulations evolve, risk functions mature at different speeds, and ambiguity is everywhere. The most in-demand candidates are those who can shape structure rather than wait for it.

• Influence without authority
  People who bring stakeholders on the journey, not just point to gaps. Relationship-based risk management continues to outperform checkbox compliance.

• Commercial curiosity
  Candidates who understand the business model — not just the risk profile — are the ones being prioritised.

These soft skills and attributes are increasingly the differentiators at interview stage, especially in mid–senior roles.

A note to GRC leaders: Success is built in the first 90 days

For leaders, the above traits matter — but so does how you set your people up when they join.

The leaders building high-performing teams are consistent in three things:

• spending real time with new hires (not hiring and ‘throwing them to the wolves’)

• understanding each person’s drivers and motivators with empathy and patience

• setting clear, measurable goals early — and following up to ensure alignment

All of this points back to carving out time. That’s the hard part.

The cost of skipping this upfront is always higher later: attrition, inefficiency, duplicated effort — and risk teams that never properly land.

The underpriced trait: Self-Awareness

For candidates, we’ve seen a lift in confidence without the matching self-awareness.

More people who don’t know what they don’t know.

The market isn’t as forgiving as it once was, especially when moving between environments. A large bank is not a fintech. A mature 2nd line is not a newly forming one. A heavily regulated Australian institution isn’t the same as a global matrix model.

Confidence is great — but curiosity is what turns confidence into competence.

Be confident, but stay curious.
Be strong, but be honest about where you’re still growing.

Being genuine, even vulnerable, is not a weakness in this market - it’s a differentiator.

For Leaders, self-awareness isn’t only a candidate issue. We’re seeing leaders default to “saying the right things” and building a risk/compliance image — because it’s safer than naming the real gaps.

Sometimes it comes from pressure; other times, from fear of being exposed if something goes wrong. Either way, it shows up as polished narratives, vague role definitions, and a reluctance to challenge more senior stakeholders.

The strongest leaders aren’t necessarily the ones who look perfect on paper; they’re the ones who are genuine about the current state, clear on trade-offs, and confident enough to say:
“Here’s where we are. Here’s what’s not working yet. And here’s what we need to fix.”

This level of honesty doesn’t weaken a function - it builds trust, attracts the right talent, and creates real momentum.

The rise of the Consultant / Interim model

Cost pressure is still biting. Risk and compliance teams are running lean, gaps are opening up, and regulators — and the market — are noticing.

Enter the CONSULTANT

 We’re seeing organisations plug capability and capacity gaps via:

• Big 4 / large consulting firms

• boutique providers

• independent contractors and interim specialists

With an oversupply of mid–senior interim talent, this is a smart way to bring in immediate capability — especially for transformation work while future-state models are still being shaped.

But the interim path comes with watch-outs:

• no clear landing plan or structure

• murky future-state vision (band-aids don’t stick forever)

• tenure risk — strong contractors get snapped up mid-delivery

• fit risk — once CVs look similar, mindset and style decide success

 The interim model is powerful — when it’s deliberate, not reactive.

At PX Resources – our FLEXIBLE WORKFORCE model enables organisations to scale risk and compliance capacity and capability up or down quickly — with proven interim talent who can steady the ship, deliver outcomes, and leave the function stronger than they found it.

A quick update from us

It’s been a big period for us at PX Resources.

We’ve welcomed Malka Bakes to the team — bringing fresh energy, sharp insight, and added depth in how we support clients and candidates.

Malka will add unique practitioner depth to our recruitment process through capability-led screening and will lead our Flexible Workforce Solutions, providing bespoke risk and compliance advisory.

She’s already adding tangible value to our market coverage and we’re thrilled to have her on board.

We have also launched our new website – (www.pxresources.com.au) built around the same principles we preach clarity, transparency, and fit for purpose outcomes.

If you'd like deeper insights, benchmarking, or to talk about capacity or capability planning for 2026, we’re always here to chat.

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