SALARY SURVEY – OUTLOOK FOR 2022/23

Attracting Top Finance Talent in South Yorkshire in 2026: Employer Strategies That Stand Out

Historically, the best finance professionals have not only been in high demand but have also had increasingly high expectations — and in today’s competitive South Yorkshire finance market, that reality is truer than ever. For over 33 years, Sharp Consultancy has been working closely with businesses across Sheffield, Doncaster, Rotherham, and Barnsley. In that time, we’ve witnessed firsthand how the landscape of finance recruitment has evolved. When it comes to attracting and securing top-tier finance talent, we know what works — and, perhaps more importantly, what doesn’t. Local Reputation Matters More Than Ever In South Yorkshire especially, local reputation counts. Candidates talk, and businesses talk. The region’s finance community is tightly knit, and news travels fast — both good and bad. Employers who invest in building a strong, authentic brand that reflects real employee experiences tend to win out. That means it’s not enough to simply advertise a competitive salary or an attractive job title. Modern candidates want to understand what life inside your business looks like — the day-to-day culture, the leadership style, and the opportunities for growth. Visibility through employee stories, community engagement, and transparent communication all help to create a reputation that draws people in rather than pushes them away. What Candidates Want in Today’s Market In 2026, the expectations of finance professionals have broadened significantly, particularly at the qualified level. While salary remains important, it’s no longer the sole deciding factor. In fact, some of the best offers we see accepted each year aren’t the highest in monetary terms — they’re the most considered and holistic. Top candidates want to join businesses that offer purpose, balance, and progression. They look for roles that align with their values and allow them to contribute meaningfully, while still developing their technical and commercial skillsets. If you want to attract the best, you must clearly articulate what sets your company apart — your Employer Value Proposition (EVP). Ask yourself: What makes working with you different? Is it access to senior leadership, commercial exposure, or involvement in exciting transformation projects? What development or training support do you offer? Are there structured pathways, mentoring programmes, or professional study sponsorships? How flexible are you? Can employees work hybrid schedules, compressed hours, or part-time to suit their lifestyles? What additional perks or benefits do you provide — from wellness initiatives to social impact days or volunteering opportunities? The most successful employers communicate these points clearly, consistently, and confidently — both during recruitment and throughout the employee lifecycle. The Need for Speed and Agility Another critical factor in attracting top talent is speed. In a fast-moving market, long or disjointed hiring processes can easily result in losing outstanding candidates. Strong finance professionals are rarely on the market for long, and delays at the offer or feedback stage can make the difference between securing or losing your preferred hire. Where possible, streamline your recruitment process. Ensure hiring managers are aligned on the role requirements, keep communication clear, and aim to deliver feedback promptly. Demonstrating decisiveness reflects positively on your business and reinforces the message that you value candidates’ time and enthusiasm. Transparency Builds Trust We’ve seen a notable shift in what candidates are asking during interviews. Increasingly, they want to know why a role is vacant. Is it due to growth, internal promotion, or turnover? A vague answer or a history of short-lived hires can quickly raise red flags. Conversely, when a company can confidently articulate its purpose, culture, and long-term vision, candidates engage more readily — and are more likely to accept offers. Our clients who have invested in defining and communicating these messages attract stronger pipelines of finance professionals, often before roles even go live. A clear, honest narrative about your organisation not only draws in talent but helps retain it too. Partner with a True Specialist If you’re looking to recruit the best talent in the market, the right partnership can make all the difference. Working with a true specialist who understands your business, your sector, and the nuances of the South Yorkshire market will save time and boost your hiring outcomes. At Sharp Consultancy, our clients benefit from: Pre-qualified shortlists of candidates who are thoroughly vetted for skills, culture fit, and long-term potential. Access to passive candidates, many of whom we’ve nurtured relationships with over years and who may not be actively searching. Honest feedback on your employer brand and market perception — so you can make informed improvements that strengthen future recruitment efforts. Because of our deep local networks, we often know when an outstanding finance professional is about to enter the market. That insight gives our clients a competitive edge in securing the very best talent before others are even aware they’re available. Going Beyond Recruitment Our role extends well beyond active recruitment. We pride ourselves on offering genuine consultative advice, including: Salary benchmarking and market insights Case studies from recent successful hires Ongoing check-ins and relationship management — not just when you have a live vacancy This proactive approach means that when you are ready to hire, we already understand your business, your values, and the type of people who will thrive in your environment. Contact Jack to Discuss Our Services-- Attracting the best finance talent in South Yorkshire takes more than a strong job spec and a competitive package. It’s about authenticity, agility, and alignment — knowing who you are as a business, what you stand for, and who you want to work alongside. After more than 30 years supporting companies across the region, Sharp Consultancy continues to help employers build finance teams that not only perform — but stay, grow, and make a real impact.

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After what for many has been a turbulent couple of years, we are again witnessing a period of immense change for businesses and organisations as they grapple with a return to ‘normal’.

The recruitment market is more competitive now than it has been at any time for a generation; and whilst demand for candidates is at an all-time high, supply has been artificially depressed. As a result of the vast number of injections of flexibility into working practices and increased staff retention efforts, there is a far lower desire amongst employees to make a move than we would normally expect to see.

And for companies, it simply hasn’t been a case of a return to life pre-pandemic; sensible employers will have had to adjust their outlooks and consider hard what the potential impact will be long term of the decisions they are taking now to appease their employees.

Demand for top talent is high and with a scarcity of candidates, many employees may feel that they are in a stronger position to work the situation to their advantage in order to secure, not only the salary and benefits package and career progression routes that they desire but also, the working hours and flexibility that they feel they are entitled to insist upon so that work does not become an ‘inconvenience’ on other areas of their lives.

Expectations are changing; where previously it may have been viewed that leadership roles and accompanying salaries came with certain ‘sacrifices’, there is a huge pendulum shift as the drivers for flexibility move beyond adjustments for say, childcare or caring responsibilities, into lifestyle and personal interest choices which, pre-pandemic, would have been fitted in and around the demands of the job.

Employers need to balance the fine line between the consequences of any decisions that they make to accommodate employee demands and ensure staff retention alongside the impact that these may have upon other team members and business productivity.

Businesses that have been afforded with good retention records in recent years and have not had to go out into the market on a regular basis, may find that in the current market - where salary levels are moving rapidly and are extremely fluid - their own salary and benefits packages are a little out of line. They must weigh up the impact of a couple of resignations and – assuming that your top talent is likely to be approached – decide if pre-emptive measures are needed to address any shortfalls.

Reviews will need to be conducted more frequently – half yearly or in some cases quarterly – and whilst benefits themselves haven’t seen much change, employers should be mindful of the current market situation and consider, in scenarios where bonus levels could be increasing, introducing a claw back option into contracts.

The fluidity of the market makes it imperative to seek out specialist advice and assess situations from both employer and employee perspectives – if as a business you are hearing there is a lot of demand for candidates, you can be sure that the same advice is also being given to your employees if they are on the look out for a new opportunity.

Will we see much change? With a swirl of events both home and abroad possibly having a significant impact on consumer spending and potentially slowing down predicted growth, the coming 12 months look to be anything but predictable.

Lee Sweeney is Executive Director at Sharp Consultancy and advises major accounting practices, venture capitalists and banks in the North of England on the appointment of senior finance professionals; contact Lee on 0113 236 6300 or lee@sharpconsultancy.com