Why finance talent is demanding more – and what you can do about it
posted 28 Aug 25
If you’re hiring into your finance function in Q4, you’ll already know the market feels different. Salary expectations are rising, notice periods are lengthening, and finance professionals are showing more confidence in pushing back on offers that don’t meet their expectations. For mid-to-senior roles in particular (Finance Managers, Financial Controllers, FP&A specialists, and Finance Directors) the competition for talent has intensified.
The question is why? And more importantly, what can employers do now to avoid losing out as year-end movement spikes?
Why salary expectations are rising
The strongest uplift is evident at mid-to-senior level. While inflation remains a factor, we have observed a mix of other forces shaping expectations:
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Counteroffers: Employers, wary of losing high-value finance staff, are prepared to put significant retention offers on the table. This inflates the market for external hires.
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Hybrid and flexible working: For roles that are predominantly office-based, candidates benchmark themselves against more flexible opportunities elsewhere. Salary becomes the lever to compensate for a lack of flexibility.
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Expanded scope: Automation, digital transformation, ESG reporting, and sharper commercial partnering are pushing more onto the plates of finance leaders. Candidates expect salaries to reflect this expanded responsibility.
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Global benchmarking: Finance professionals are well networked. They know what peers in other regions and sectors are earning, and they’re not afraid to align their expectations accordingly.
As Stuart Furneaux, Senior Divisional Manager at Henderson Scott explained: “Salaries remain competitive for top talent at the Finance Manager level and above, but counteroffers and flexibility demands are driving them upwards”.
A recent study of UK finance professionals revealed that the average total salary climbed to £74,100 in 2025, a significant 24% increase year-on-year. More than 65% of respondents reported receiving a pay rise, underscoring the upward pressure on salaries across mid-to-senior finance roles.
Where offers are falling short
Clients are often surprised when offers get rejected late in the process. But according to our recruiters, the sticking points are clear:
Rigid pay structures
Non-profit and highly structured organisations are struggling to compete where salary bands are fixed.
Benefits misalignment
Flexibility, healthcare, and bonus potential are now weighed more heavily than before.
Slow or unclear processes
In-demand finance candidates won’t wait around. A delay of even a week can be the difference between acceptance and rejection.
Underestimating counteroffers
Clients who assume their offer is “good enough” often lose out when candidates are tempted with strong counterproposals. Benchmarking is essential.
Roles and sectors feeling the squeeze
Commercial finance is seeing the sharpest uplift. Roles such as Finance Business Partner, Commercial Finance Manager, and FP&A are at the centre of demand, driven by organisations needing forward-looking financial insight to navigate uncertainty.
PE-backed firms and agile scale-ups are also pushing up demand. They’re more willing to move quickly, get creative with packages, and secure candidates before corporates have finished their second interview stage.
Flexible and hybrid working remains the number one non-salary priority for finance professionals. Data shows that more than a quarter (26%) rank it as the single most important factor when weighing up a new role, outranking job security, work–life balance, and even career progression. Two-thirds (66%) go further, saying that any mandatory return-to-office policy would be a dealbreaker.
The reality is that strong finance candidates are fielding multiple offers. They’re making choices based on a mix of salary, career progression, and culture, not just the numbers on a contract.
Timing matters
Finance hiring comes with built-in delays. Notice periods are often three months, sometimes longer. Combine that with the natural uptick in movement at year-end, and clients who wait until late in the year risk starting the new year with gaps in critical roles.
The advice for clients is to plan ahead:
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Engage now.
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Launch hiring campaigns by October.
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Secure hires by mid-November.
That way, candidates can serve notice and join in January, giving your business a strong start to 2026.
“Start planning and engaging now. This approach ensures you make the most of budget availability, candidate readiness, and minimal competition, so your finance roles are filled and fully operational before the new year begins”, advises Seema Chand, Business Partner at Henderson Scott.
What clients should do differently
The finance talent market has shifted, but clients who adapt quickly can still secure the hires they need. The best-performing employers are focusing on:
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Salary benchmarking: Don’t rely on outdated assumptions. Use current market data and recruiter insight to understand what finance professionals expect now.
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Employer value proposition (EVP): Candidates are scrutinising company culture, flexibility, and long-term career paths more closely. Make sure your EVP is clear, consistent, and compelling.
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Faster offer cycles: Cut unnecessary delays in your hiring process. Strong candidates won’t wait.
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Single recruitment partner: Working exclusively with a trusted recruiter ensures your brand and opportunity are clearly represented, while reducing mixed messages in the market.
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Transparency: Be upfront about salary ranges, hybrid models, and career progression from the outset. Surprises at offer stage are one of the fastest ways to lose talent.
The clients winning the war for finance talent aren’t necessarily those paying the very highest salaries, but those who combine competitive packages with clarity, speed, and a candidate experience that builds trust from day one.
Finance talent knows it’s worth and isn’t afraid to demand it. The market has shifted in favour of candidates, particularly in mid-to-senior roles, and businesses who underestimate this will face unfilled roles at the worst possible time of year.
Or to put it more bluntly: “In today’s market, hesitation costs more than competitiveness”.
If you’re planning to hire finance talent before year-end, now is the time to act. Speak to our specialist recruiters today to benchmark salaries, sharpen your EVP, and secure the candidates who will drive your business forward in 2026.
