2026 Forecast: The End of "Business as Usual" in APAC Luxury
- hongminglau8
- Dec 19, 2025
- 6 min read
Take a deep breath. We have almost made it to the end of 2025.
If you are a leader in the APAC Luxury & Retail sector, you know that this year wasn’t just about hitting targets; it was a test of endurance. We saw the "Revenge Spending" euphoria fade into a complex reality of cautious consumers and shifting loyalties. From the boardrooms in Shanghai to the boutiques in Sydney, the question on everyone’s mind is the same: "What now?"
As we look toward Q1 2026, the answer isn't just about hiring more people. It’s about hiring different people. The era of the "safe hire" is over.
Here is the raw truth about the talent landscape for the coming quarter, and how you—whether you are hiring talent or seeking a role—can stay ahead of the curve.
The Reality Check: Q1 2026 Market Forecast
The market isn't crashing, but it is evolving faster than most HR strategies can keep up with. We project a 15-20% spike in demand for specialised roles, but here is the catch: entry-level operational hiring will remain flat.
Why? Because brands don't need more hands; they need sharper minds.
1. The "Super-Connector" is the New MVP
In 2025, nearly 45% of revenue for top-tier brands in Greater China came from the top 1% of clients (VICs). The days of waiting for footfall are gone.
The Shift: We are seeing a desperate hunger for Private Client Directors who don't just "manage" clients but captivate them.
The Hard Truth: If you are a candidate, a generic "Sales Manager" title won't cut it. Brands are paying 25-30% salary premiums for individuals who bring a portable "Black Book" of UHNW connections—specifically in niche worlds like fine art, horology, and investment assets.
2. The Great Migration South
While Greater China recalibrates, Southeast Asia is having its main character moment.
The Shift: Singapore, Bangkok, and Jakarta are no longer satellite offices; they are becoming power centers.
The Hard Truth: There is a massive talent drought in local leadership in SEA. We forecast a 40% increase in relocation packages to lure seasoned Directors from Hong Kong and Shanghai to these emerging hubs. If you are an executive willing to move, your value just doubled.
3. The "Data-Creative" Hybrid
The most dangerous person in the room in 2026 is the Creative Director who understands P&L, or the Merchandising Manager who understands AI.
The Shift: Inventory gluts in 2024 hurt everyone. Brands are now using AI to predict trends, and they need humans who can interpret that data.
The Hard Truth: Search volume for roles combining "Creative Vision" with "Data Fluency" is up 200%. If you can't read a data dashboard as well as you read a fashion trend, you are at risk of becoming obsolete.
The Missing Link: Why Skills Alone Won't Save You
Here is the part most recruitment articles won't tell you. You can have the data skills, the client book, and the experience, and still fail in 2026.
Why? Burnout and lack of agility.
This is where Executive Coaching stops being a "luxury" and starts being a survival tactic.
For the Job Seeker: In an interview, we can smell desperation, and we can smell burnout. Coaching gives you the clarity to articulate your story with confidence, not chaos. It helps you pivot from "I need a job" to "Here is how I will solve your problems."
For the HR Leader: You cannot afford to lose your top performers. Replacing a Senior Director costs up to 2x their annual salary. Investing in coaching for your leaders improves retention by 30%. It tells your team: "We see you, we value you, and we are investing in your future."
How to Win (A Call to Arms)
To the Candidates: Stop being a generalist. The market punishes average and rewards the exceptional. Don't just update your CV; upgrade your mindset. Ask yourself: What is the one specific problem I can solve better than anyone else in Asia? That is your pitch.
To the Hiring Managers: Stop hiring for 2019. The candidate who was perfect five years ago might be wrong for 2026. Look for resilience. Look for high EQ. Look for the people who can navigate a storm without losing their compass.
Q1 2026 is going to be noisy, competitive, and challenging. But for the prepared, it will be incredibly rewarding. The opportunities are there, but they won't come to you—you have to hunt them down.
Let's make 2026 the year you stop just "working" and start truly leading.
Does this resonate with your experience? If you are ready to navigate this shift, we need to talk. Please Like, Share, and Comment below—let’s start a conversation about the future of our industry.
👉 Find your next exceptional leader (or opportunity): [www.trouve-executive.com]
👉 Get the mindset to win: Subscribe to our Podcast here: [https://open.spotify.com/show/0aTx5lzUYdgjfquOINO8BN?si=381af2a481ed468a]
👉 Watch our latest market insights: [https://open.spotify.com/show/0aTx5lzUYdgjfquOINO8BN?si=381af2a481ed468a]
2026年預測：亞太區奢侈品零售業告別「Business as Usual」
深呼吸。我們終於要捱過 2025 年了。
如果你是亞太區奢侈品或零售業的領袖，你心裡有數：這一年不僅僅是為了「跑數」（Hitting targets），更是一場耐力賽。我們眼看著「報復性消費」的狂熱消退，取而代之的是謹慎的消費者和不斷轉移的品牌忠誠度。從上海的會議室到悉尼的專門店，每個人腦海中都有同一個疑問：「下一步該怎麼走？」
展望 2026 年第一季，答案不再是單純地「請更多人」，而是要請「不同的人」。那個招聘「穩陣牌」（Safe hire）的時代已經結束了。
以下是針對下一季人才市場的殘酷真相，以及無論你是招聘方還是求職者，該如何立於不敗之地。
市場現實：2026 Q1 預測
大市沒有崩盤，但它的演變速度快得讓大多數 HR 策略難以追趕。我們預計專業職位的需求將激增 15-20%，但魔鬼在細節裡：初級營運職位的招聘將會持平。
為什麼？因為品牌不再需要更多「人手」，而是需要更精明的「頭腦」。
1. 「超級聯繫人」（Super-Connector）才是新 MVP
在 2025 年，頂級品牌在大中華區近 45% 的收入 來自那 1% 的頂級客戶（VIC）。坐等客流的日子已經一去不復返。
轉變： 市場極度渴求那些不僅能「管理」客戶，更能「迷住」客戶的 Private Client Directors。
殘酷真相： 如果你是候選人，單憑一個普通的「Sales Manager」Title 已經唔夠做。品牌願意支付 25-30% 的溢價，去搶奪那些自帶「人脈庫」（Black Book）、手握 UHNW（超高淨值）資源的人才——特別是在藝術、高級製錶（Horology）和投資資產領域有深厚根基的人。
2. 人才「南下」大遷徙
當大中華區正在重新調整步伐時，東南亞（SEA）正迎來它的「主角時刻」。
轉變： 新加坡、曼谷和雅加達不再是衛星辦公室（Satellite offices），它們正在成為權力中心。
殘酷真相： 東南亞正面臨嚴重的本地領導層人才荒。我們預測，為了吸引來自香港和上海的資深總監（Directors）前往這些新興樞紐，Relocation Packages（搬遷津貼）將增加 40%。如果你是願意流動的高管，你的身價剛剛翻倍了。
3. 「數據型創意」混合體 (The "Data-Creative" Hybrid)
2026 年職場上最「危險」的人物，是懂 P&L 的創意總監，或是懂 AI 的 Merchandising Manager。
轉變： 2024 年的庫存積壓（Inventory gluts）讓大家都受了傷。品牌現在利用 AI 預測趨勢，他們需要能夠解讀這些數據的人類。
殘酷真相： 結合「創意視野」與「數據流暢度」的職位搜尋量上升了 200%。如果你看 Data Dashboard 不像看時裝趨勢那樣得心應手，你就有被淘汰的風險。
缺失的一環：為什麼單靠技能救不了你
這是大多數招聘文章不會告訴你的部分。你可能擁有數據技能、客戶名單和豐富經驗，但在 2026 年，你依然可能失敗。
為什麼？因為 Burnout（職業倦怠）和缺乏靈活性。
這就是為什麼 Executive Coaching 不再是「奢侈品」，而是生存戰術。
致求職者： 在面試中，我們聞得出那種「絕望感」，也聞得出 Burnout 的味道。Coaching 能讓你重拾清晰度，自信地講述你的故事，而不是展現混亂。它幫助你從「我需要一份工」轉變為「這是我如何解決你的難題」。
致 HR 領袖： 你承擔不起失去頂尖人才的代價。替換一名高級總監的成本高達其年薪的 2 倍。投資於高管教練能將留任率提高 30%。這是在告訴你的團隊：「我們看見你的價值，並且我們正在投資你的未來。」
Comments