AS WE LAUNCH THE SHARP CONSULTANCY 2019/2020

Sharp Consultancy's Salary Survey 2025/26: Resetting the Landscape: Strategic Shifts in Finance Recruitment

It would be remiss not to start by addressing the elephant in the room — 2024 was a challenging year.While there were many reasons for this and numerous industries were affected, recruitment likely bore the brunt of it, particularly in the 6 months post-election(s).Whilst key roles and critical hires remained unaffected, certain head counts and processes were scrutinised and investment paused with internal restructures and automation utilised to reduce costs, in some instances, at the expense of employees. We subsequently saw an increase in candidate activity, with the talent pool strengthening. As those pressures eased in Quarter 4, recruitment processes saw improvement and green shoots have emerged. Optimism is on the rise in key hiring processes, albeit with a caveat. The cloud of additional cost increases in April, which is still dissipating. The senior finance and C-Suite market remains relatively unaffected, both regarding opportunities and candidates, it is the levels below that we have seen more change. In the evolving landscape of working dynamics, the volume of hybrid working is gradually waning despite sustained interest from candidates, presenting fewer job opportunities. While the blend of office and remote work remains desirable, it is no longer the predominant factor, indicating a notable shift in priorities for clients and candidates’ acceptance alike. Conversations with candidates underscore a growing desire around the importance of having a supportive mentor or manager and many professionals are increasingly open to a full-time return to the office if it guarantees enhanced guidance and avenues for professional advancement. "The salaries throughout transactional finance have stabilised across the region."Throughout the professional practice market, some similar trends have been observed but there have been noticeable differences in the past year. Salaries across the range of candidates in professional practice, from AAT to fully Qualified (ACA/ACCA) individuals are still rising and those firm’s able to offer competitive salaries alongside stronger training contracts are beating out the competition in a candidate market with a growing focus on study support packages and career advancement opportunities for Part-Qualified candidates, indicating an increase in demand from employers and the volume of available job seekers. The salaries throughout transactional finance have stabilised across the region, in what feels like the longest period of stability seen since Q4 2020 and we expect transactional finance salaries to remain stable throughout 2025/26, with anticipated salary increments to be moderate compared to the significant increases observed throughout the last 2 years. AI & Systems (process automation) continues to impact accountancy and finance, in particular, across larger functions but this has increased the need for wider interim support to assist with the transition and implementation especially with large, automated processes. Whilst 2025-26 will not be the same marketplace for recruitment as seen in previous years, there is certainly a growing level of optimism and whilst a more settled market may be seen as a negative in some areas, for those that have weathered the peaks and troughs over a longer period of time, it will feel very normal and a strong setting for both employees and employers to take advantage and thrive, with an increasing emphasis on growth and development.Download the full Salary Survey here!

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Over the last 12 months we have witnessed candidate demand far outstripping supply across many areas of the market and early indications show that trend is set to continue throughout 2019 and, potentially, on an even bigger scale.

We are very much seeing a candidate driven market and as a result recruitment is becoming more creative – and often aggressive – as employers step up their efforts to secure the top talent.

Whilst salary levels remain strong and we are witnessing good growth across many roles and levels, more emphasis is being placed upon offering flexible working opportunities, desirable benefits and soft perks such as the ability to buy additional holiday and tailor-your-own employee discounts in order to gain the edge over the competition.

In the current conditions with demand outstripping supply, employees are aware that they can earn – and often command – very good salaries. Yet, whilst this remains high on their list of requirements, savvy candidates are looking far more closely at roles which offer strong progression opportunities and positive working environments to go alongside the financial rewards.

Companies are becoming much more attuned to this way of thinking with an increasing number recognising the need to further improve their benefits packages – potentially alongside the ability to tailor these to suit individual needs – as well as ensuring clearly defined career paths are mapped out and positively communicated.

With high demand and lower levels of supply, employers are adjusting their approach, allowing themselves to flex their requirements to a greater degree. Those open to exploring candidates with a wider range of skills and experience rather than maintaining a firmly rigid view of the ideal appointment are more often than not, the ones that are reaping the rewards.

The market has seen key pinch-points develop over recent years and in particular we are witnessing a shortage of second (or third) time movers particularly across the south of the region where there are fewer people looking to make the move from the profession into industry. Competition is high and employers, recognising that this trend is set to continue, are looking to invest in the future by snapping up good quality graduates and candidates at more junior levels and bringing them through the ranks.

Whilst the economy has experienced growth in recent years, a level of uncertainty has remained which has made many employees somewhat reluctant to taking risks when it comes to making a move. However, with supply continuing to be a challenge facing employers, there remains a focus upon employee retention and ensuring the right balance between attractive salary levels, promotion and progression opportunities and job satisfaction is crucial as the perceived risk of making a move diminishes should one or more of these factors be out of kilter.

The above editorial is an extract from the Sharp Consultancy 2019/2020 Salary Survey; a full copy can be downloaded here.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond CONTACT UStoday to discuss your recruitment needs with a member of our team.

AS WE LAUNCH THE SHARP CONSULTANCY 2019/2020 SALARY SURVEY, REGIONAL DIRECTOR AARON PEPPERDAY TAKES A LOOK AT HOW HIGH DEMAND FOR TOP TALENT IS AFFECTING THE ACCOUNTANCY AND FINANCE SECTOR ACROSS THE REGION.

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