How to Negotiate a Pay Rise in Accountancy &

The Power of Long-Term Relationships in Recruitment

One of our core values at Sharp Consultancy is Relationships, and recently I was reminded exactly why that matters. We recently won a competitive recruitment tender with a key client across the region. Whilst our experience and market knowledge played a huge part, I genuinely believe the deciding factor was something much harder to replicate – trust. I've known the senior finance leader for several years before there was ever a recruitment project to discuss. During that time, we've met regularly for coffee, shared market insights, talked about the finance landscape and discussed the challenges businesses were facing. Most of these conversations didn't lead to a recruitment assignment, and that was never the point. For me, relationship building isn't about waiting for someone to have a vacancy, it's about being present, staying relevant and adding value over time. Sometimes that's sharing insight into the market, offering a different perspective on a hiring challenge or simply taking the time to understand what's happening in someone's business. These conversations build credibility long before there's a commercial opportunity. So, when the recruitment opportunity came around, I wasn't introducing myself or trying to prove we understood the business in a single meeting. We've already built that understanding over years of honest conversations and consistent support. We knew what was important to them, the challenges they faced and how they wanted to approach recruitment. Winning the work was a fantastic result, but more importantly, it reinforced what I believe great recruitment is all about. The best recruitment partnerships aren't built when a role becomes live, they're built in the months and years beforehand. Trust develops through consistency, honesty and a genuine interest in helping people succeed, not through one conversation or one successful placement. That's why Relationship is one of our values at Sharp Consultancy. Because when trust comes first, opportunities tend to follow. The piece of recruitment may have been the outcome, but the relationship was the foundation that made it possible.

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Talking about money can feel uncomfortable, but if you believe you are due a salary increase, it’s important to approach the conversation with preparation, confidence, and professionalism...

In the finance and accountancy profession, where attention to detail and evidence-based decision-making are highly valued, the same principles apply when building your case for a pay rise.

Do Your Research

A team of business people reviews charts and graphs during a discussion about negotiating salary increases.

Before speaking with your manager, make sure you understand your market value. Look at salary surveys, benchmarking data, and industry insights to see what professionals in similar roles — such as Management Accountant, Financial Controller, or Finance Analyst — are currently earning in your region. At Sharp Consultancy, we publish an annual salary survey across Yorkshire, which provides a reliable guide to current trends.

Keep in mind that salary ranges are influenced by factors such as experience, qualifications (ACA, ACCA, CIMA), and location. For example, finance professionals in Leeds may command slightly different salaries than those in Sheffield or surrounding areas.

Consider the Wider Business Context

Your employer’s current financial position will also influence their ability to increase salaries. If the business has recently secured new contracts or is experiencing strong growth, the timing may be right. However, if your sector is under pressure, or the company has faced setbacks, there may be less flexibility. Aim to book a dedicated meeting to discuss your salary rather than raising it informally — this shows professionalism and ensures the focus is fully on your request.

Business individuals engaged in a pay rise negotiation, featuring a speech bubble on a striking purple backdrop.

Build a Strong Case

When negotiating, it’s not enough to simply say you deserve more — you need to demonstrate your value. Think about:

Added responsibilities – Have you taken on team management, project leadership, or extra reporting duties?
Measurable contributions – Can you highlight cost savings, efficiency improvements, or commercial insights you’ve delivered?
Professional development – Have you recently completed exams, gained new qualifications, or upskilled in systems like Excel, SAP, or Sage?
In-demand skills – Are you bringing expertise in areas such as business partnering, data analysis, or regulatory reporting that is scarce in the market?

Clear examples with measurable outcomes will strengthen your argument.

Be Clear on Your Expectations

Go into the discussion with a realistic figure in mind. Avoid inflating your expectations with the idea of negotiating down — if the number is too high, you risk shutting down the conversation before it starts. Instead, explain why your chosen figure is appropriate based on your performance, responsibilities, and market research.

It’s also worth highlighting how you plan to continue contributing to the business moving forward — for example, supporting growth plans, developing junior staff, or improving financial reporting.

A man in a suit holds a wooden block featuring a person, symbolising collaboration and meeting in the middle.

If the Answer is “Not Yet”

Not every request will result in an immediate pay rise. If your manager says no, don’t issue ultimatums. Instead, ask what steps you can take to secure an increase in the future, and request a follow-up review in a few months. This keeps the conversation constructive and shows commitment to your role.

If, however, you feel your progression opportunities or salary expectations cannot be met, it may be the right time to explore new opportunities in the market.

Partner with Sharp Consultancy

At Sharp Consultancy, we specialise in the recruitment of temporary, interim, and permanent finance and accountancy professionals across Yorkshire and the North of England. With offices in Leeds and Sheffield, our highly experienced consultants have expert knowledge of market salaries and career progression opportunities, helping candidates negotiate their worth or find a new role where they feel valued.

📩 Contact us today for tailored career advice or to discuss your next move.