It is time to redefine your hiring
Use early year insight, pay data and market signals to build a stronger hiring plan for 2026.
Commercial Interpretation of the Salary Guide 2026
A clear view of the shifts shaping 2026 hiring
The Henderson Scott Salary Guide 2026 gives a sharper understanding of how talent is moving, what candidates expect, and where leaders need to adapt to stay competitive. This year, the priority is turning the data into action. Below is a breakdown of the standout trends and what they mean for early year planning.
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Key Insights
Key Insights
01 Hybrid clarity is now critical
Candidates are not looking for unlimited flexibility. They are looking for clarity. 40 percent say flexible working is the top priority in a new role. Vague hybrid expectations are now one of the main reasons candidates withdraw or reject offers. Clear, output focused frameworks are improving both attraction and retention.
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Key Insights
Key Insights
02 Clear progression expectations have overtaken pay
Across Accounting and Finance, Legal, Technology and Sales and Marketing, unclear progression remains a leading cause of attrition. Candidates stay longer where the pathway is visible, structured and regularly reviewed.
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Key Insights
Key Insights
03 Speed and structure influence acceptance rates
Slow shortlisting and extended interview cycles continue to cost businesses top performers. 73 percent of candidates now expect the full hiring process to conclude within four weeks. Leaders who set a tighter, two- or three-week window are seeing higher acceptance rates.
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Key Insights
Key Insights
04 Data fluent and commercially minded talent commands a premium
Professionals with the ability to interpret data, leverage AI and automation, and influence decision making are setting the pace in the market. Salary expectations reflect this shift, particularly in technical and commercial functions.
Commercial Implications
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Reward models need revised
Bonuses are losing impact. Competitive base pay and transparent progression paths are now the standard. With 70% saying their pay no longer matches the market, clarity on your offer is essential. -
Hiring delays impact revenue
For business critical and revenue driving roles, slow processes do more than lose candidates. They delay future performance. Leaders adopting faster shortlisting and streamlined decision making are improving hiring outcomes and reducing commercial risk. -
Talent mobility is accelerating
High-performers are moving faster, driven by clearer hybrid policies, structured pathways and more competitive pay elsewhere. Businesses that delay updating their EVP or rely on outdated salary bands risk losing candidates and team stability.
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Speak to a specialistReview 2025 and set your hiring strategy for 2026
Early-Year Planning PointÂ
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Start the New Year with benchmarking and clarity
Align hybrid expectations, salary bands and progression frameworks, and make them visible to both internal teams and prospective talent.
This single step tackles the three biggest drivers of candidate behaviour and sets a strong foundation for Q1 hiring success.
Now is the time to build a stronger 2026 hiring plan
Access the Salary Guide 2026 for the insight you need to shape your hiring strategy.
Early Movement Signals
What we’re seeing as the Q1 hiring rush officially begins
Hiring confidence in 2026 has returned, with intent at the forefront of all decisions. Early-year activity points to organisations laying foundations quietly before wider hiring momentum builds.
These are the early movement signals already influencing hiring decisions, and what they mean for your workforce strategy this year. Explore early movement signals.
Why Speed Matters
In today’s market, speed is a signal.
Slower hiring doesn’t just delay decisions, it changes outcomes.
Below is a case study showing how a single point of friction stalled momentum, and how to avoid repeating it.
Planning Ahead
Salary review season isn’t just about pay. It’s the moment when intent turns into movement, shaping hiring decisions long before roles are formally approved.
Here’s what matters as you plan ahead.
Salary is the baseline
62-76% of professionals prioritise compensation and benefits, but decisions are increasingly shaped by progression, flexibility and culture.
Counteroffers don’t retain
Up to 83% of professionals who accept a counteroffer return to the market within 6-9 months.
Pay gaps are widening quietly
5-10% behind market within two years. Without regular salary benchmarking, employee pay can slip behind market rates, increasing attrition risk.
Retention Risk
The biggest retention risk is found when salary reviews aren’t paired with visible career pathways. Retention in 2026 is being won by employers who link pay reviews to what’s next, not just what’s now. If you want to take on the year ahead with confidence, ask yourself now:
• If your strongest performers asked about progression tomorrow, could you answer clearly, or would you buy time?
• Which roles would hurt most to replace if someone left following salary review conversations?
The smartest hiring plans start with forward insight and clarity. If you’re planning Q1 or Q2 hiring, speaking with a specialist now can help you redefine your strategy with confidence.