The Senior Finance Market in 2026: Why Hiring Hasn't Stopped – It's Becoming More Selective
If there's one question I've been asked repeatedly by both clients and candidates over recent weeks, it's this:
"How are you finding the market right now?"
The short answer?
The market isn't stopping, but it is changing.
Across the finance and specialist markets sectors, we continue to see businesses hiring, investing and planning for growth. However, the priorities driving those decisions are evolving as organisations respond to an increasingly uncertain economic and geopolitical landscape.
A Return to Financial Fundamentals
Recent months have brought renewed challenges for business leaders.
Geopolitical tensions, fluctuating energy costs, inflationary pressures and wider economic uncertainty are all influencing how organisations plan for the future.
As a result, many leadership teams are placing greater emphasis on:
- Forecast accuracy
- Cash management
- Cost control
- Financial visibility
- Scenario planning and risk management
This shift is having a direct impact on the type of finance professionals businesses are looking to attract.
Finance leaders are no longer expected to simply report on performance. Increasingly, they are being relied upon to provide strategic insight, challenge assumptions and help organisations make informed decisions during periods of uncertainty.
What We're Seeing Across the Finance Recruitment Market
At KC Group, we work closely with Finance Directors, CFOs and senior finance professionals across a wide range of sectors. Whilst every organisation is different, several consistent trends are emerging.
Hiring Processes Are Taking Longer
One of the most noticeable changes is the length of recruitment processes.
Businesses are taking more time to evaluate candidates, assess cultural fit and ensure any appointment aligns with their long-term objectives.
This isn't necessarily a sign of reduced confidence. In many cases, it reflects a greater focus on risk management and making the right hire first time.
Demand for Experience Remains Strong
Whilst vacancy volumes at senior level have softened slightly in some areas, demand remains strong for finance leaders who can demonstrate experience operating through periods of change, uncertainty and transformation.
Organisations are increasingly looking for professionals who can:
- Lead through ambiguity
- Improve financial visibility
- Support strategic decision-making
- Drive operational performance
- Influence stakeholders across the business
Candidates who can provide examples of navigating challenging market conditions are often standing out during interview processes.
FP&A and Commercial Finance Are Back in Focus
We're also seeing increased demand for professionals with strong Financial Planning & Analysis (FP&A) and commercial finance expertise.
Businesses want deeper insight into performance, stronger forecasting capabilities and better decision support.
As a result, candidates who can combine technical excellence with commercial awareness continue to be highly sought after.
Strong Number Twos Are In Demand
Alongside CFO and Finance Director appointments, there remains significant demand for divisional finance leaders and high-performing second-in-command professionals.
These individuals often play a critical role in driving business performance, supporting growth initiatives and providing the financial insight leadership teams need to make confident decisions.
Specialist Markets Continue to Show Resilience
Within Specialist Markets, including Corporate Finance, M&A, Private Equity and Advisory services, activity remains relatively robust.
However, recruitment demand is becoming increasingly sector-specific and experience-led.
Whilst some firms are understandably taking a more cautious approach to hiring, firms operating within Healthcare, Defence, Security and Technology continue to generate deal activity and as such are recruiting and growing their teams.
Investors remain focused on businesses with resilient revenue streams, strong growth potential and clear opportunities for value creation.
What Does This Mean for Candidates?
For finance professionals considering a career move, opportunities absolutely exist.
However, the market feels more competitive than it did 12 months ago.
At senior level, technical capability is often assumed. The difference between securing a role and narrowly missing out is increasingly determined by:
- Leadership style
- Stakeholder management capability
- Commercial impact
- Cultural alignment
- Communication skills
- Sector experience
Interview processes are also becoming more rigorous, with employers spending more time understanding how candidates have managed change, influenced decision-making and delivered results under pressure.
For candidates, preparation and the ability to articulate impact have never been more important.
Looking Ahead
Having worked within finance recruitment for over 15 years through different market cycles, one thing remains consistent:
Uncertainty doesn't stop hiring. It simply changes what organisations value most.
During periods of growth, businesses often prioritise pace and expansion.
During periods of uncertainty, they prioritise resilience, control, visibility and high-quality decision-making.
For employers, competition remains strong for proven finance leaders who can provide clarity and confidence when it matters most.
For candidates, opportunities remain available, but standing out requires more than technical expertise alone.
The market hasn't stopped It's simply becoming more selective, more strategic and increasingly focused on resilience over rapid growth.
If you're considering your next finance hire or exploring new opportunities within Finance, Corporate Finance, Audit, Tax, Advisory or Specialist Markets, we'd be delighted to share our latest market insights and discuss how the market is evolving within your sector.
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Let’s be honest – the recruitment market has changed.
Is Your Workforce Future-Ready?
Nearly a quarter (23 percent) of UK workers plan to leave their jobs within the next three years, a 3 percent increase from 2023. Additionally, another 13 percent do not see themselves working for their current employer through 2026. According to Culture Amp, an employee experience provider, this insight into employee attrition comes from the analysis of ‘Commitment to Stay’ data from 97 million (ten million of which came from the UK) responses of employees across 5000 (one thousand UK-based) organisations, gathered from responses to 97 million questions. UK workers are more likely to consider quitting than their counterparts in other leading Western economies, with only 19 percent of American workers and 18 percent of Australians considering resignation. The only country to surpass it was Germany, where 24 percent are planning to move on by 2025. According to CultureAmp, replacing an employee costs 30 percent of an average employee’s salary, but rises to 200 percent for top performers when recruitment fees, productivity, and team impacts are taken into account. Employers may need to pay between £11,229 and £74,860 to replace departing employees in 2024, with the average salary in the UK being £37,430. According to Culture Amp data gathered from over three million employees at 4700 companies around the world, other factors may influence employee attrition in 2025. Among the most critical determinants of ‘commitment to stay’ among employees, leadership quality outweighed the influence of managers, because employees closely associate strong leadership with an organisation that has a clear direction and performs well. In the presence of a great manager and a great leader, employees’ commitment to stay reaches 94%; in the absence of a great manager and a great leader, it drops to 35%, while in the absence of a great manager and a poor leader, it plummets to 19%. The company’s global data also shows that employee turnover increases more after a change of leader than after a managerial change. The attrition rate for teams that have seen a change at the top is 40 percent higher within six months. On the other hand, a change in manager only results in a 16% attrition rate. “As Europe faces ongoing political, economic, and social/workplace uncertainties in 2025, organisations must prioritise their strategic workforce management in this unpredictable post-pandemic landscape. The critical challenge remains employee retention, which directly impacts organisational performance,” says Nick Matthews, general manager, EMEA, at Culture Amp. “Our research challenges the traditional notion that employees simply leave bad managers. It’s imperative that organisations leverage their leadership layer in conjunction with their front line managers to ensure that they have a coherent and strategic focus on employee experience as they navigate 2025’s challenges.” Contact the KC Group now for support with your career. View our latest jobs.
Salary Negotiation Tips for Payroll Professionals In today’s dynamic landscape of finance and HR, payroll professionals ensure accurate and timely compensation for employees. As your career advances, advocating for better remuneration becomes crucial. At the KC Group, with our extensive experience in payroll recruitment and consultancy across the UK, we’ve compiled valuable insights to help payroll professionals navigate salary negotiations effectively. 1. Research Market Rates Before initiating compensation discussions, thoroughly research industry salary standards. Consider factors such as: Your tenure with the organisation The organisation’s size and scope Geographical location Role requirements and responsibilities Utilise resources like Glassdoor, PayScale, and professional payroll associations to benchmark compensation for comparable positions. 2. Highlight Your Unique Value Payroll expertise extends beyond numerical proficiency. Emphasise your distinctive capabilities and background: Proficiency in specific payroll software systems In-depth knowledge of complex tax regulations Experience with multi-site or international payroll Professional certifications Interpersonal and problem-solving abilities 3. Quantify Your Achievements Statistical evidence carries significant weight in salary negotiations. Prepare concrete examples demonstrating your impact: Percentage reduction in payroll processing errors Cost savings through process optimisation Volume of employees managed in payroll systems Successful implementation of payroll technologies 4. Consider the Complete Package Remember that salary is one component of your total compensation. Be prepared to discuss additional benefits such as: Flexible working arrangements Enhanced holiday allowance Professional development opportunities Performance-based incentives Health and wellness benefits 5. Perfect Your Presentation Confidence is essential during negotiations. Rehearse your talking points and anticipate potential objections. Consider role-playing with a trusted colleague or mentor to refine your approach. 6. Time Your Discussion The timing of your negotiation can significantly impact its outcome. Consider initiating the conversation: During annual performance reviews Following successful project completion Upon assuming additional responsibilities When presented with external opportunities 7. Maintain Professionalism Approach the discussion with a positive mindset and demeanour. Demonstrate how your increased compensation benefits both you and the organisation. 8. Develop Alternative Options Prepare contingency plans if your desired salary isn’t achievable. Consider alternatives such as: Scheduled compensation reviews Performance-linked bonuses Enhanced benefits package Professional development opportunities At the KC Group, we understand the intricacies of payroll career progression and regularly assist professionals in achieving their compensation goals through our specialist recruitment services and industry expertise. 9. Get It on Paper Once an agreement is reached, ensure all details are formally documented. This documentation should encompass your revised compensation, any modifications to your benefits package, and the implementation timeline for these changes. 10. Keep Getting Better Remember that salary negotiations are an ongoing aspect of your professional journey. Continuously enhance your expertise, remain current with industry developments, and maintain a detailed record of your accomplishments. These practices will strengthen your position in future compensation discussions. By implementing these strategies, you’ll approach salary negotiations with enhanced confidence as a payroll professional. You’ll also be better positioned to secure compensation that reflects your valuable skills and expertise. As someone responsible for managing others’ compensation at the KC Group, you’re uniquely qualified to advocate for your own financial advancement and career progression within the organisation.
