New York has more open jobs than hires and workers who rarely quit. Employers here compete for people who are not looking, so speed, clear pay ranges and fast follow-up decide who fills roles.
New York's job openings rate sits at 4.1%, while the hires rate is 3.3% and the quits rate is just 1.6%. Openings outpace hires, and employed workers are staying put. Many of the people you want already have a job and are not refreshing job boards.
The broader picture is steady, not booming. Unemployment is 4.3%, down from 4.5% a year earlier and close to the national rate of 4.2%. Total nonfarm jobs changed 0.0% over the year across a labor force of 10.03 million. Growth is concentrated in Private education and health services, while Leisure and hospitality is pulling back.
This page reads the tables for you. It covers what the numbers mean for sourcing, how New York pay compares with national medians, which rules shape your job posts and screening, and the recruiting moves that fit a market where candidates have options and little reason to switch.
Unemployment at 4.3% and flat payrolls (0.0%) mean no flood of new workers is coming. With openings at 4.1% against hires at 3.3%, roles stay open longer unless you move faster than other employers.
Sources: U.S. Bureau of Labor Statistics (LAUS, CES, JOLTS). "Preliminary" figures may be revised. Retrieved October 16, 2026.
| Occupation | 10th pct. | Median | 90th pct. | Employed |
|---|---|---|---|---|
| Sales representatives of services | $21.99 | $44.32 | $84.05 | 80,510 |
| Sales representatives, wholesale and manufacturing | $22.63 | $38.27 | $75.19 | 61,500 |
| Telemarketers | $16.49 | $19.91 | $28.77 | 1,960 |
| Customer service representatives | $17.44 | $23.08 | $36.67 | 141,090 |
| Retail salespersons | $16.18 | $18.13 | $28.19 | 238,540 |
| Cashiers | $15.67 | $17.07 | $21.56 | 158,890 |
| Laborers and freight, stock, and material movers | $17.00 | $21.46 | $28.52 | 100,950 |
| Fast food and counter workers | $15.50 | $16.95 | $21.51 | 168,620 |
| Janitors and cleaners | $16.61 | $20.02 | $29.73 | 195,250 |
| Sales managers | $51.76 | $104.63 | $182.17 | 38,510 |
New York medians run above national medians across the table, from cashiers at $17.07 versus $15.81 nationally to sales managers at $104.63 versus $71.28. Benchmark your offers against the state figures, not national ones, and note how wide the spread is in commission-driven roles.
2.43 million jobs · 24.4% of nonfarm employment · August 2026
With Private education and health services at 24.4% of jobs and growing +1.0%, expect steady competition for aides and medical assistants, so keep a warm pipeline instead of sourcing from zero each time.
1.48 million jobs · 14.8% of nonfarm employment · August 2026
Trade, transportation, and utilities slipped −0.8%, so warehouse, driver and retail candidates may be easier to reach, but you still need fast replies to beat other employers to them.
1.40 million jobs · 14.1% of nonfarm employment · August 2026
Professional and business services grew +0.3%, keeping steady demand for contact-center and sales reps who often weigh several offers at once.
920,300 jobs · 9.3% of nonfarm employment · August 2026
Leisure and hospitality fell −1.4%, which can put experienced servers, cooks and front-desk staff back on the market for employers who reach out first.
759,100 jobs · 7.6% of nonfarm employment · August 2026
Financial activities edged up +0.2%, so teller and claims roles see modest competition while sales agent roles compete on clear commission terms.
Private education and health services accounts for 24.4% of nonfarm jobs and is still growing at +1.0%, so healthcare and education employers face the most competition for aides and clinic staff. Retail, logistics and hospitality are shrinking, which can free up experienced workers for employers still hiring in those fields.
The rules below shape how you post jobs, state pay and use background checks in New York. This is general information, not legal advice; confirm current requirements with the New York State Department of Labor or your own counsel before changing your process.
New York bars employers from asking about or acting on sealed records, pardoned offenses and arrests that did not end in conviction, and requires an individualized analysis before denying a job over a conviction.
New York has no statewide law delaying criminal-history questions for private employers; state agencies follow a Civil Service fair chance hiring policy.
New York's minimum wage is $17.00 an hour in New York City, Long Island and Westchester and $16.00 an hour in the rest of the state, with no inflation increase on January 1, 2027.
No statewide non-compete agreements requirement was identified in the sources we reviewed.
New York Labor Law 194-b requires employers with four or more employees to include a good-faith pay range in advertised jobs, promotions and transfers.
General information, not legal advice.
Employment rules change and have exceptions that depend on employer size, industry and facts. This summary reflects the sources shown as of the dates shown (legal sources checked October 15, 2026). Confirm requirements with the relevant agency or qualified counsel before acting. For a deeper look at New York's hiring-compliance laws, see our New York hiring compliance guide.
A quits rate of 1.6% means most good candidates are employed and passive. Short, specific text messages get read faster than long emails. Lead with pay, schedule and location, and ask one simple question that invites a reply.
Openings at 4.1% outpace hires at 3.3%, so candidates who apply have choices. Set an automatic text the moment someone applies and offer self-service interview booking. Every hour of silence gives another employer the first conversation.
Services sales pay runs from $21.99 to $84.05 an hour, a spread driven by performance pay. New York's pay transparency rule already requires a good-faith range in ads. Show the base range clearly, then describe realistic commission earnings in plain terms so candidates can compare offers fairly.
Hourly medians here sit above national figures, such as material movers at $21.46 versus $19.35 and customer service reps at $23.08 versus $21.53. Check where your offer lands in the state range. Remember the minimum is higher in New York City, Long Island and Westchester than the $16.00 rate elsewhere.
Leisure and hospitality fell −1.4% and Trade, transportation, and utilities dipped −0.8%. Search your past applicants for people with service and customer-facing experience and send them a targeted message. These workers often move well into contact-center, clinic front-desk and care roles.
In New York, the hiring problem is reach and speed: openings outpace hires and most candidates are already employed. The Communication Engine puts SMS and email in one place, so recruiters can reach passive candidates on the channel they actually read. Automated Engagement Workflows send texts, emails and reminders when a candidate's status changes, so no applicant waits on a manual follow-up. For employers re-engaging workers from shrinking sectors, Audience Segmentation & Targeting builds filtered lists from your existing candidates so outreach goes to the people most likely to fit.
The job openings rate is 4.1% while the hires rate is 3.3%, so more jobs are open than are being filled. The quits rate of 1.6% shows workers are staying in their current jobs. Expect to recruit employed people and to compete on speed and clarity.
Start with state medians, not national ones. For example, retail salespersons earn a median of $18.13 versus $17.03 nationally, and janitors earn $20.02 versus $17.71. Also check the minimum wage for your region, which is higher in New York City, Long Island and Westchester than the $16.00 rate elsewhere.
According to the rules summarized on this page, New York Labor Law 194-b requires employers with four or more employees to include a good-faith pay range in advertised jobs, promotions and transfers. This is general information, not legal advice. Confirm the details with the New York State Department of Labor or your counsel.
New York has no statewide law delaying criminal-history questions for private employers. However, employers may not ask about or act on sealed records, pardoned offenses or arrests that did not end in a conviction, and must do an individualized analysis before denying a job over a conviction. Review your process with counsel.
Yes, texting is a common and effective way to reach candidates, but get opt-in consent before you send recruiting messages. Honor STOP and other opt-out replies right away and keep records of consent. Check with counsel on the rules that apply to your messaging.
Give each location its own apply page so candidates land in the right pipeline, and use automated replies so nobody waits. Bulk messaging and status updates let one recruiter move large groups of applicants at once. Keep pay ranges accurate for each region, since minimum wage differs across the state.
Sources and data currency
Labor data as of August 2026; wage data May 2025; rules checked October 15, 2026. Next scheduled review: January 14, 2027. This page is educational market information for employers.
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