A CUT ABOVE

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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A desire to work with people led William Pleasance to enter the barbering industry but with a flair for sales and a commercially focused mindset, he has swapped clippers for CVs and is now forging ahead with career in a recruitment. We caught up with William – a consultant in our Leeds office – to find out more.

Tell us why you wanted to work in recruitment.

After leaving full-time education, I wasn’t fixed on a particular career path; I knew I wanted to work directly with people and after moving from barbering to business to business sales I was keen that my next move would allow me to partner both my commercial and people skill sets – recruitment was the natural choice.

Do you specialise in a particular area of recruitment?

Each consultant at Sharp has a particular area of expertise which allows us to fully immerse ourselves in the market and understand the key factors affecting recruitment at each level and across different geographic locations. I specialise in the permanent placement of part qualified to newly qualified finance professionals across the North and West Yorkshire working predominately with a client base of private businesses in all industries, excluding practice.

How is the current marketplace and what are your expectations for how the next 6-12 months will look?

The current market going into 2022 is very busy following a strange couple of years. We have seen a huge increase in demand from businesses for the part qualified and newly qualified professionals and, as we are yet to fully see a spike in active candidates following the Christmas break, this demand currently outstrips supply.

What are the main recruitment challenges being faced in this area?

The main challenges we face are due to a shortage in candidates. The reasons for people seeking a move now are very different to what they were pre-Covid. Work life balance is a huge factor for people. Whilst we are seeing high candidate demand and low supply, salaries and packages will naturally increase as businesses compete to attract new talent and retain existing members of staff. Not only that, active candidates may find they have multiple opportunities to choose from which means companies must first attract them into applying for a role and then potentially re-attract them during the latter stages of the recruitment process.

What should employers be doing to overcome these challenges?

Employers need to fully understand the challenges of the current marketplace and look at where there can be flexibility in the recruitment process and their requirements for the role.

Salary is – and will remain – a crucial factor, however, employers should consider all options and not jump in at a higher salary level. There may be opportunities to look at bringing in a candidate at a lower salary point and level of experience and investing in their future.

The option of flexible working is becoming much more of an expectation amongst candidates, whether this is hybrid working or working hours on a flexi timetable. Those employers that can blend the needs of employees who want office-based time alongside those for whom an element of home working is a priority will find they are in a stronger position to cherry-pick the best candidates.

In times of candidate shortage, speed is very much of the essence and any delays – even by so little as a day – can see good candidates either snapped up or attracted by additional opportunities making it even more competitive to secure your first choice.

What particular skills are currently in demand? What should candidates be doing to take advantage of this opportunity?

Commercially focused and analytical skills are in high demand as businesses look for their teams to identify both risks and opportunities which can be capitalised upon to generate value. Candidates should be aiming to broaden their technical ability which will see them add another dimension to what they can offer and pay dividends in the future.

What should candidates be looking for when considering a new role opportunity?

Try to not only identify what you want as an immediate return from your next move, but also consider what you want and where you want to be in say five years’ time. For example, salary may be the driving force right now, but once you have secured an increase what else does that opportunity offer you by way of career progression and supporting your overall goals and ambitions? Candidates should look for a supportive business, supportive direct manager and a role that gives as much exposure to the full finance function which is essential in order to accelerate your career in the right direction.

What advice would you give to a client about recruiting?

Employers should look at what they can offer candidates external to monetary benefits. Whilst money is important, the top part-qualified/newly qualified candidates will be keenly looking at the exposure the role gives them and the study package and support from both the business and direct manager.

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.