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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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I find it difficult to discuss money with my boss but feel that I am entitled to a pay rise. What is the best way to negotiate an increase in salary?

Many people find the subject of money difficult to talk about and it is important that before you enter into discussions with your manager about your salary, you do your research and are well prepared.

The key areas of preparation are an understanding of the current market value of somebody in your role, a knowledge of the current position of your company, being able to illustrate the contribution that you are making to the organisation and an idea of what it is that you hope to achieve from the discussion.

Salary surveys and benchmarking reports can be valuable tools, however it is worth baring in mind that these often present salary ranges and should be viewed as a guide with consideration given to a number of factors such as your level of experience and the region in which you are based which can account for fluctuations.

Consider the bigger picture. The current position of your company or industry will also have a bearing; if the sector that you are working in is struggling or the business has recently lost an important contract then there may be little room for negotiation. Try to time your request for a meeting to give yourself the best chance of success and put an appointment in your manager’s calendar to specifically discuss the matter – don’t just try to catch them off-guard!

Build up a case as to why you feel you deserve an increase in pay – have you taken on additional responsibilities, have you made a significant contribution to a particular project or introduced systems which have benefited the business, have you undertaken any training or gained further qualifications? Also look at your skills and identify if you possess any which are in particular demand (and possibly short supply) and enhance your value to your employer.

Have a figure in mind and be able to discuss why you feel that figure is appropriate and how you have arrived at it. Don’t be tempted to inflate this number in order to be negotiated down, if you pitch yourself too high your employer may feel that your expectations are unrealistic and end the discussion there and then. Also be prepared to outline what further contribution you can make.

If your request for an increase is not successful, you will no doubt be feeling disappointed – and could potentially decide to look for a new role – but do not attempt to give your employer ultimatums. Instead, ask your manager to outline a series of actions that you can work towards in order to secure a raise in the future and request a follow up meeting to discuss further.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance and accountancy professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT US today for expert advice on your next career move.

ASK THE EXPERT - I find it difficult to discuss money with my boss but feel that I am entitled to a pay rise. What is the best way to negotiate an increase in salary?

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