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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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Securing the role that you want – whether that is with a new company or a promotion within your existing organisation – is very much about understanding the valuable contribution that you can make to the business.

When determining the best candidate for a particular role, an employer is not only looking for someone who can fulfill their current requirements but must also feel confident that you have the potential to grow within the company and help it to achieve its own ambitions.

You might have a clear idea about why you want a particular role or secure a promotion but it’s important to also consider why an employer would want you as part of their team. Competition is tough so not only do you need to sell yourself, your skills and experience but you need to make these relevant to your future bosses and where they are heading as a business.

Do as much research as you can about the organisation and understand its achievements to date, position in the marketplace and future growth plans – do they have ambitions to launch new divisions or expand into new territories? Are they looking at developing new products? Think about what experience you have and how this knowledge will be advantageous.

If you have identified a promotion opportunity within your current organisation, discuss with your manager what the role will demand and what you need to do to demonstrate your ability to deliver in these areas. Volunteer to lead a project or become part of a task force addressing a particular issue to gain further experience in areas that go beyond your existing job role.

It is important that you share your desire to progress. Employees who can display a keen interest in the objectives of the business along with a willingness to learn new skills are invaluable to an organisation.

Putting yourself in the shoes of an employer is an excellent way to understand what you need to demonstrate to secure the role or promotion you are after. Ask yourself:

-How can I improve current systems or working practices?

-What experiences can I bring to the role?

-Can I demonstrate how I helped meet a particular business goal or objective?

-How have I helped to develop skills and motivate other members of my existing team?

-How would I like to see my role develop should I be successful in my application?

It is also important to have a clear understanding about your own career ambitions; do these reflect the objectives of your current employer or the position that you are applying for? If not, you need to carefully consider what your next steps might be, visualise where you want to be and what you need to do to achieve your goals.

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 to find out more.

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