What Changed in Finance Hiring During H1 2026?

What Changed in Finance Hiring During H1 2026?

posted 01 Jul 26

Henderson Scott Editorial Team

H1 2026 was a cautious market. Geopolitical uncertainty, domestic instability, and a lack of confidence in the broader economy meant businesses approached hiring with greater scrutiny.  

Growth positions and new headcount came under the most pressure, but hiring did not stop. Businesses continued to invest where they could make a clear commercial case, and the profile of those hires says a great deal about where finance functions are heading. 

Hiring Demand 

The roles that attracted consistent investment in H1 were those with a direct line to commercial decision-making. 

Commercial finance and FP&A professionals remained in demand throughout the period. Businesses increasingly want finance professionals who can analyse data in real time and provide operational leaders with a live view of business performance rather than waiting for month-end reporting. The appetite for this capability did not slow in H1 because the business case for it only gets stronger in uncertain conditions. 

Change and transformation roles were another area of sustained demand. This typically meant systems-led work focused on improving data reliability, increasing efficiency, and reducing dependency on large transactional finance teams. Offshoring transactional finance to lower-cost locations in Eastern Europe and Asia remained a recurring theme. 

Where hiring slowed, businesses often used leadership departures as an opportunity to reassess rather than replace like for like. In H1, many chose to restructure, hire more junior, and focus investment on internal promotions. One international client planned to recruit a newly qualified candidate directly from practice but ultimately hired at a more junior, part-qualified level. 

Talent Availability & Salary Movement

Three themes have been consistent in finance hiring conversations throughout H1, and they are the same three that dominated last year:

  • Salary

  • Progression

  • Flexibility

Companies are increasingly asking candidates to commit to more time in the office. For many finance professionals, this has become a genuine trigger to explore other options. Hybrid and flexible working remain non-negotiable for many candidates, and businesses moving back towards full-time office requirements are finding it harder to attract talent. 

A new theme emerged in H1: stability. Candidates working in businesses facing significant change or uncertainty increasingly chose to move proactively rather than wait and see how situations developed. 

On salary, misalignment between employer budgets and candidate expectations remains the most common friction point in negotiation. For niche profiles with specialist skillsets, salary expectations have moved up and employers who come in below market rate are losing candidates quickly. Counteroffers remain a feature of the market, and candidates do attempt to use them as a negotiation tool, but the reality is that those who accept a counteroffer typically return to the market within around six months. 

Skills and Hiring Priorities 

The skills most consistently requested by employers in H1 reflect a structural shift in what finance functions are expected to deliver, not a short-term response to market conditions. 

Commercial acumen sits at the top of the list. Employers want finance professionals who understand the business, not just the numbers. The ability to translate financial data into commercial insight has become a baseline expectation at senior levels. 

Data and analytics capability is increasingly requested across all levels of the finance function. The move towards real-time financial information and more sophisticated commercial modelling means candidates who can work confidently with data tools and systems are consistently prioritised over those with a more traditional accounting background. 

Transformation experience carries significant weight. As businesses continue to invest in systems improvements, cloud migration, and process efficiency, candidates who have led or contributed meaningfully to finance transformation projects are commanding attention. Stakeholder management remains essential, particularly in business partnering roles where influencing decisions is as important as technical capability. 

H2 Outlook 

Towards the end of H1 we are seeing businesses adjust to the economic and geopolitical changes that characterised the first half of the year and return to more usual hiring habits. H2 will not be without uncertainty, but confidence is beginning to grow. 

Commercial finance, FP&A, and transformation roles are expected to remain in demand. Businesses that deferred hiring decisions in H1 for budget reasons are beginning to re-engage, and the pipeline of roles coming to market in Q3 reflects that. 

The retention risk heading into year-end is real. Finance professionals who have been patient through a period of change are reassessing their options, and businesses should not assume that a settled team in H1 will remain settled through H2. Competition for talent with specialist skillsets and strong commercial track records will intensify, and candidates will continue to have multiple options. 

 

If you are planning finance hires in H2, the market conditions outlined above are shaping every conversation we are currently having. Whether you are looking to build commercial finance capability, lead a transformation project, or secure specialist talent in a competitive market, the Henderson Scott Accountancy and Finance team can share what the talent landscape looks like for your specific requirements right now. Get in touch to find out more.