WHAT TO CONSIDER BEFORE MAKING A MOVE

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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“We would like to offer you the role.” After a nerve-wracking interview, they are the words every candidate wants to hear. But before accepting a new position, what are the final few things that you should you consider, to ensure that this career move is the right one for you?

The research and preparation work that you did in applying for the role should have given you a good insight into whether this move would help you achieve your career goals. And the interview was as much of an opportunity for you to decide if this is a company you would like to work for as it was for the employer to assess if you were the best candidate for the vacancy.

Making the decision to accept a new role is not one that should be taken lightly; there are several factors to consider before writing your letter of resignation.

Take a step back. Remember why you started your job search in the first place. Were you looking for a new challenge? Did you want additional responsibilities? Had your personal circumstances changed and you were looking to relocate? By focusing upon what prompted you to consider making a move will help determine if this new role addresses those key areas.

Look ahead. Take into account your longer-term ambitions and assess how this role will help achieve them. Will there be further opportunities for progression within the organisation? Is there scope for promotion within your new department and what training will be provided to help you? Could you gain valuable experience that will stand you in good stead for a future move?

Money, money, money. Salary is one of the biggest decision-making factors; more often than not, you will be hoping for an increase in your pay but have realistic expectations, taking into account the current market conditions and any variations between locations. Make sure you consider the overall package being offered and determine what ‘value’ perks and benefits such as pension contributions, holiday entitlement, flexible working, and subsidised gym membership hold for you.

Location, location, location. If you are used to working in the centre of town, consider what differences you might find working on an out-of-town business park? Similarly, if your new employer is based in the city centre, what will that mean in terms of a daily commute? Are there good bus or rail links? What will the traffic be like and is there plenty of parking available? Is the commute one that you will be prepared – and can afford – to do every day?

Being part of the team. You spend a large proportion of your time at work, so it is vital that the environment and culture is one which suits your approach and personality. Sharing the company’s values and vision is key and gelling with other team members will be essential in allowing you to perform in your role to the best of your ability. You need to have a good rapport with your manager, peers and those you will be responsible for – can you work with these people, will you learn from them, do they motivate you, can you inspire them to get the best results?

Work life balance. If you have spent a large proportion of the last 18 months working from home, if your new role will be primarily office based, how do you feel about that? Likewise, if you are keen to spend more time working alongside your colleagues in an office environment, what provisions are in place with your new employer? Do you have the opportunity to shape your working week in a way that enables you to have more flexibility about when and where you work? And how would the organisation’s approach to flexible working impact on your ability to familiarise yourself with the company and your team and enable you to perform fully in your role?

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.