Attracting finance talent in 2026: labour market and trends

The severe shortage in the finance labour market has levelled off in 2026. Geopolitical uncertainties and economic pressures are causing organisations to take a more critical look at costs and investments. However, this does not mean that the pressure on finance teams is easing. On the contrary: the standards for recruitment are higher than ever.

“Companies have less room for a bad hire. When budgets are under pressure, every new finance professional must add value immediately,” says Christophe Paquay, Senior Manager at global talent solutions specialist Robert Walters.

The demand for finance talent remains strong  

Demand for finance professionals remains high in 2026. Stricter regulations, further digitalisation and the growing role of data and AI ensure a continuing need for specialist knowledge within finance teams. “What I see in many organisations is that finance is becoming increasingly important in strategic matters,” says Paquay.  

At the same time, employers remain cost-conscious and any expansion of permanent teams is carefully considered. We are seeing a recruitment market emerge in which quality and precision are key. Employers are once again willing to invest in new staff, but have also become more selective, notes Paquay.

The days of ‘we’ll hire someone and see if it works out’ are truly over.

From static figures to strategic impact

Controllers, FP&A professionals and data-driven finance roles will remain the most in demand this year, but the nature of these roles is changing. “Simply reporting is no longer enough,” explains Paquay. “Organisations are looking for finance professionals who are able to translate insights into action and actively support management in decision-making.”  

This shift requires different skills. Basic financial knowledge remains essential, but is increasingly being combined with data analysis, technology and systems knowledge. “What we see most often in practice are finance professionals who combine finance with BI tools and ERP systems,” says Paquay. “It is precisely that combination that makes someone immediately employable and distinctive.”  

Roles within internal audit and risk also remain important, partly due to increasing regulation and the focus on reliable internal controls.  

A shortage of mid-career finance professionals  

The biggest challenge in 2026 lies with mid-career finance professionals. “They form the backbone of a finance team,” says Paquay. “They are strong in operational matters, but can also lead projects independently and advise management. If this group looks around, they have several options.”  

This calls for a streamlined and decisive recruitment process. “The process simply must not take too long,” emphasises Paquay. “The longer you wait, the greater the chance that a candidate will sign elsewhere. Speed reduces the risk of dropouts.” 

At the same time, the market demands realism. “Employers must accept that finding the right person may take longer than initially anticipated. But if someone is good enough, you must have the courage to make a decision. Searching too long for the perfect candidate often means you end up missing out.”  

Salaries and employment conditions in 2026  

Salaries in the finance sector are set to remain generally stable in 2026, with slight increases mainly seen in specialised mid-level roles such as audit or consolidation. “We are still seeing some growth in these roles,” says Paquay. “For senior roles, the increase is generally modest, unless we are talking about scarce specialist profiles.” Compared with recent years, however, wage growth has slowed; the sharp increases seen back then are now the exception rather than the rule.

When it comes to employment conditions, we are seeing refinement rather than innovation. Hybrid working, once a distinguishing factor, has now become the norm and remains important to employees. Yet employers seem to be less accommodating; rather than expanding what they offer, they are tending to tighten the rules. To stand out, organisations are focusing primarily on development opportunities this year, according to Paquay. “Professionals are taking an increasingly critical look at how they can continue to develop themselves. Employers who invest in data skills, ESG, finance systems and communication skills are thereby creating a clear advantage.”

The finance job market in 2026 is more stable, but certainly no easier. Demand for finance professionals remains consistently high, whilst employers are more discerning in their choices and candidates are more selective than ever. Successful recruitment therefore requires clearly defined roles, realistic expectations and a swift process. Organisations must focus on hybrid skills, development and clear added value in order to attract and retain the right finance talent.

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