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.
In our latest Behind the Desk feature, we sit down with William McHugh. William joined Sharp Consultancy in December as a Consultant within our Leeds team.
Will brings a well-rounded background to finance recruitment, combining hands-on experience as an Assistant Accountant with a strong commercial foundation from his degree in Business and Managerial Economics. Having worked inside a finance function and experienced the pressures of month-end firsthand, he understands the realities candi
dates face in their day-to-day roles.
In this edition of Behind the Desk, we spend some time getting to know Will — exploring his journey into recruitment, the lessons he’s learned so far, and the perspective he brings to supporting finance professionals across West and North Yorkshire.
Understanding the Journey: Personal Insights and Inspirations
You’ve worked across both finance roles and recruitment — how has that hands-on finance experience shaped the way you support candidates today?
Working as an assistant accountant for 18 months gave me valuable, hands-on experience within a finance function and a genuine understanding of how it operates day to day. I’ve personally worked through month-end deadlines and understand just how intense and pressurised those periods can be. I’m able to support candidates from a place of real insight and empathy. Whether someone is looking to step into their first finance role or is currently navigating the demands of month-end, I can relate to their challenges, ask the right questions, and provide guidance that’s grounded in practical experience.
What originally drew you into recruitment after studying Business and Managerial Economics, and how did your early sector experience influence that move?
After finishing sixth form, I honestly wasn’t sure what career path I wanted to take. Studying Business and
Managerial Economics gave me the flexibility to keep my options open and build a strong commercial foundation without locking myself into one specific route. Even after university, I still didn’t have a clear plan, I just knew I didn’t want to move back home!
Recruitment stood out because it combined everything I’d developed through my degree; commercial awareness, analytical thinking, and understanding how businesses operate, with the fast-paced, people-focused environment I was looking for. It also gave me the chance to channel the competitive drive I’ve always had into something tangible, and performance driven. The earning potential was definitely an added bonus, but what really appealed to me was the opportunity to build relationships, make a real impact on people’s careers, and see direct results from the effort you put in.
Looking back, was there a moment early in your recruitment career where things really clicked for you?
Honestly, I’m still learning every day, that’s the beauty of working with people. Every conversation and situation brings a new challenge, and no two days are ever the same.
If I look back, things really started to click when I stepped back and saw the bigger picture. I took off
the rose-tinted glasses and realised recruitment isn’t a linear process where A leads neatly to B. It’s much more like an interconnected web, clients, candidates, timing, and market conditions. Everything links together.
You have a lot of influence over your actions and approach, but you never have full control over the outcome. Accepting that was a big learning curve for me. Once I understood that, I became more resilient, more strategic, and more adaptable. That shift really helped shape the recruiter I am today.
Industry Perspective: Lessons and Approaches in Recruitment
Having supported the recruitment of part-qualified and qualified finance roles, what do you think candidates at this level often underestimate about the hiring process?
Candidates at part-qualified and qualified level often underestimate just how structured and time-intensive the hiring process can be.
Those who’ve made multiple career moves tend to be more commercially aware, they understand market dynamics, timelines, and what employers are looking for because they’ve experienced it first-hand. However, candidates entering the market for the first time at this level can feel a bit like “a deer in headlights”. They’re often surprised by how many moving parts there are.
The two biggest areas that tend to be underestimated are:
The time involved in the process
Many candidates assume that once they’ve had an interview, decisions will follow quickly. In reality, there can be multiple stages, internal approvals, feedback loops, benchmarking against other candidates, and scheduling constraints. Even strong candidates can find themselves waiting while the business works through its internal process.
The work happening behind the scenes
There’s often a lot of activity candidates don’t see, salary benchmarking, stakeholder alignment, internal signoffs, reference checks, and negotiation discussions. Recruiters and hiring managers are balancing several priorities at once, and while it may seem quiet from the outside, there is usually a lot progressing internally.
Overall, I think preparation and patience are key. Candidates who understand that recruitment is rarely an instant process and who stay engaged and communicative throughout tend to navigate it much more successfully
From your perspective, what separates a “good” finance hire from a truly long-term fit for a business?
From my perspective, a truly long-term finance hire is, by definition, a good hire, you wouldn’t retain someone long term if they weren’t delivering value. However, what separates a “good” hire from a genuine long-term fit goes beyond technical capability.
Technical skills can be developed. Most who desire to can study and qualify through routes such as CIMA, ACCA, or ACA. Those pathways demonstrate knowledge, discipline, and competence. But qualifications alone don’t determine whether someone will thrive in a business over time.
The differentiator is the blend of personality, mindset, and alignment with the organisation’s values, culture and long term business goals. The skills that are harder to teach, communication, commercial awareness, resilience, curiosity, and emotional intelligence. These are often what determine long-term success.
A long-term fit is someone who not only performs technically well but also builds strong relationships, adapts as the business evolves, and contributes positively to the wider team dynamic. They understand the numbers, but they also understand people and context. That combination is what allows someone to grow with a business rather than just perform a role within it.
What advice do you find yourself giving finance candidates most often when they’re thinking about their next move?
Making a move can be like a full-time job in itself, the time it takes to figure out where you see yourself progressing and making sure you will enjoy it is not a small task.
The advice I give most often is take your time. Don’t rush the process, and don’t put all your hopes into one opportunity. It’s easy to get emotionally invested in a single role, but recruitment processes can be unpredictable. Keeping perspective and exploring multiple options allows you to make a decision from a position of strength rather than pressure.
I also encourage candidates to think beyond title and salary. Consider the learning curve, the leadership team, the culture, and how the role supports your long-term goals, whether that’s progressing toward qualifications like CIMA, ACCA, or ACA, or developing broader commercial exposure.
A well-considered move is almost always better than a quick one. The right opportunity should align with both your career trajectory and your personal motivations.
Beyond the Desk: Life Outside the Office
You’re known for your interest in classic cars — if you could take one iconic car on a road trip anywhere in the world, what would it be and where would you go?
I have had a taste of this, I think it would be taking a Morgan +8 and completing the Wild Atlantic Way.
When you’re not working, what’s more likely: a golf course, an airport departure lounge, or a racetrack?
For me the ans
wer is easy for this one, it is most likely to be the golf course, much to my girlfriend’s annoyance. Saturday and Sunday mornings are normally spent walking round the course come rain or shine and if its winter I will end up on the driving range.
What’s one thing people are usually surprised to learn about you outside of work?
One thing that surprises people is that I really enjoy cooking. Weather it is making a meal for myself after a long day at work or putting on a three-course meal for friends. I like the challenge of trying to make something new and testing my culinary skills.
Since joining the business in December, Will has quickly embedded himself within the team, bringing energy, commercial insight, and a thoughtful approach to candidate support. His ability to combine practical finance experience with a strategic recruitment mindset makes him a valuable addition to the Leeds office.
We’re pleased to welcome Will to the team and look forward to seeing his desk continue to grow in the months ahead.
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As Sharp Consultancy, we are committed to giving recruiters the support and platform they need to develop their careers — and we’re always open to conversations with those considering their next move. Get in touch if you’d like to find out more about Careers at Sharp.
