Promoting From Within: Identifying Future Finance

Sharp Consultancy’s Salary Survey 2026/27: Finding the Best Talent in a Competitive Yorkshire Finance Market

Over the past 12 months, the Yorkshire finance and accountancy employment market has entered a relatively stable period following several years of volatility and rapid salary inflation.Hiring activity remains consistent across most finance disciplines, however employers are adopting a more cautious and measured approach to permanent recruitment, likely borne from the economic uncertainty businesses are navigating. As a result, there has been a wider increase across interim hires and salary movement has become more controlled with recruitment processes taking longer than in previous years. Despite this stabilisation, skills shortages continue to be a defining feature of the market. This is particularly evident between the qualified and senior level, where replacement hiring in key roles continues to exceed the available candidate pool and the data reflected in this salary survey aligns closely with what we are seeing daily across the Yorkshire finance market. While hiring volumes have levelled out, the underlying challenge remains unchanged: demand for high-quality finance professionals continues to outweigh supply. What the data does not always fully capture, but we have seen consistently across the market, is the increasing complexity behind each hire. Employers are no longer simply recruiting for technical capability; they are seeking finance professionals who can influence, adapt and add value, often in uncertain trading conditions. This has resulted in longer recruitment timelines, narrower shortlists and a growing reliance on trusted market insight to secure the right individuals. Across the candidate market we are seeing a more selective approach to new opportunities. Job seekers are making increasingly considered career decisions, weighing role scope, leadership quality, flexibility and long-term opportunity alongside salary. Many of the strongest candidates are not actively applying for roles, which means traditional, employer led recruitment strategies are no longer sufficient. Employers are no longer simply recruiting for technical capability; they are seeking finance professionals who can influence, adapt and add value, often in uncertain trading conditions.This is where a relationship-driven recruitment partner becomes vital. At Sharp Consultancy, and through our work with our executive division - The CFO Partnership - our long-standing relationships across the South Yorkshire finance community allow us to engage with high-performing talent that is not always visible to the wider market. Our understanding of both client environments and individual career motivations enables us to make introductions that are aligned not just on skills, but on culture, ambition and long-term fit. In a market where salary growth is increasingly controlled and competition for talent remains intense, our ability to advise, challenge and guide both clients and candidates is vital. Recruitment partnerships built on trust, transparency and deep market knowledge are what ultimately ensure the best outcomes - securing the right talent for our clients, and the right opportunities for the candidates we represent.

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Promoting employees internally can bring significant benefits to both businesses and finance professionals alike.

For employers, it helps improve staff retention, strengthens succession planning, and rewards high-performing individuals who already understand the culture, systems, and goals of the organisation. For employees, it provides clear career progression opportunities and demonstrates that hard work and commitment are recognised.

Within finance and accountancy teams, internal promotions can be particularly valuable. Employees already possess knowledge of reporting processes, systems, stakeholders, and commercial objectives, allowing for smoother transitions into more senior roles.

However, when promoting from within, it is important to recognise that technical excellence alone does not always translate into effective leadership. The strongest accountant, analyst, or finance manager may not necessarily be ready to lead a team without the right support and skill set.

Looking beyond technical ability

A suited man delivers a presentation, showcasing his leadership skills to an engaged audience.

In finance recruitment, technical expertise will always remain important, but leadership positions require a broader range of capabilities. Employers should assess not only how well an individual performs in their current role, but also their ability to influence, motivate, communicate, and support others.

Successful finance leaders combine strong commercial awareness with people management skills, emotional intelligence, and the ability to drive performance across the wider business.

Key qualities to look for in future finance leaders

Communication skills

Strong communication is essential in modern finance functions. Future leaders must be able to explain financial information clearly to both finance and non-finance stakeholders, collaborate across departments, and build credibility with senior management.

Leadership potential

Do they take ownership, lead by example, and proactively support colleagues? Leadership is often demonstrated long before someone officially steps into management.

Organisation and time management

Finance professionals work in deadline-driven environments, balancing reporting cycles, forecasting, audits, and strategic projects. Strong organisational skills and the ability to prioritise effectively are crucial for leadership success.

Commercial awareness

The best finance leaders understand the bigger picture. They can interpret financial information strategically and contribute to wider business decision-making, not simply process numbers.

Teamwork and collaboration

Two people collaborating at a table, discussing ideas with a whiteboard in the background, emphasising teamwork and problem-solving.

Managing former peers can be challenging. Employers should consider how individuals work within a team

environment and whether they have the ability to motivate and bring people together.

Problem-solving mindset

Strong managers remain solutions-focused under pressure. They can assess challenges objectively, support their teams, and implement practical solutions that benefit the wider business.

Creating opportunities before promotion

Before confirming an internal promotion, it can be highly beneficial to gradually introduce additional responsibilities. This allows businesses to assess leadership potential in a practical setting while also giving employees the opportunity to build confidence and experience.

Examples may include:

Leading a finance project or system implementation
Supervising junior team members
Presenting at management meetings
Supporting budgeting or forecasting processes
Taking ownership of process improvements

These opportunities can help identify whether someone is ready for the next step while also highlighting areas where additional development may be needed.

Supporting employees after promotion

Internal promotions should not end with a new job title. Ongoing support is essential to ensure long-term success.

This may involve mentoring programmes, leadership training, restructuring responsibilities, or additional recruitment support to backfill the previous role. Investing in newly promoted employees helps strengthen retention and creates a more stable and engaged finance function.

Building long-term succession plans

Organisations that actively identify and develop future finance leaders are often better positioned for long-term growth and stability. By investing in internal talent and creating structured progression opp

A collection of Scrabble tiles arranged to read "success favours the prepared," highlighting strategic planning.

ortunities, businesses can build stronger, more resilient finance teams for the future.

At Sharp Consultancy, we specialise in the recruitment of temporary, interim and permanent finance and accountancy professionals across Yorkshire and beyond. Whether you are building succession plans, strengthening your finance team, or looking to identify future leaders within your organisation, our experienced consultants can provide expert recruitment insight and support tailored to your business needs.