High salary and benefits expectations are making talent acquisition in Finance & Accounting increasingly challenging. Simultaneously, the pool of qualified candidates is shrinking.
With these words, Hannah Hermann, Manager at Robert Walters, sums up the current challenges in the Finance & Accounting sector.
The Robert Walters Salary Survey 2025 highlights a significant market shift. Employees are demanding better working conditions, including higher salaries and additional benefits. Companies, however, are under pressure. The combination of stagnant wages due to cost-saving measures and the need to maintain their appeal as an employer presents a significant dilemma. Organisations must find a way to balance these conflicting goals while also addressing structural issues in the recruitment process.
Key Trends in Finance & Accounting for 2025
- 80 % of companies plan to distribute bonuses in 2025, typically amounting to 6–10 % of annual gross salaries.
- 75 % of organisations report that high salary and benefits expectations are complicating recruitment efforts. Other hurdles include skill shortages (48 %) and a low number of applicants (43 %).
- 44 % of professionals plan to change jobs in the coming year, citing poor leadership (28 %) and career ambitions (16 %) as the primary reasons.
- 39 % of companies rely on interim managers.
- In-demand roles include Accountants, Tax Assistants, and Controllers.
Top Earners in 2025 and Their Salary Ranges
- CFOs with at least eight years of experience earn between €170,000 and €350,000 annually, or more than €1,500 per day as interim managers.
- Finance Directors with comparable experience earn annual salaries of €120,000–€200,000, or daily rates starting at €1,400 as interim managers.
- Partners in accounting firms with extensive experience can earn up to €450,000 annually.
- Experienced Heads of Controlling command annual salaries of €120,000–€180,000, or daily rates exceeding €1,300 as interim managers.
- Tax Managers with over ten years in the role can expect annual salaries between €120,000 and €160,000, or daily rates starting at €1,250 as interim managers.
Find more salary insights in our Robert Walters Salary Survey 2025.
Employees: Focus on Flexibility and Upskilling
Employees’ expectations for their working conditions have evolved. Flexibility is a key criterion for professionals in Finance & Accounting: 78 % prefer hybrid work models with two to three days in the office. The most sought-after benefits reflect this trend: 88 % demand flexible working hours, 67 % additional annual leave, and 55 % bonus schemes.
Hannah Hermann highlights:
“Candidates are aware that the talent shortage gives them leverage in negotiations. This is evident not only in their demands for flexible models but also in their expectations for upskilling opportunities.”
Despite the rising demand for AI-related training—78 % of professionals express interest—73 % of companies have yet to offer such programmes. In the Finance & Accounting sector, where automation and digital tools are becoming increasingly important, targeted training could help close skill gaps.
Employers: Tackling the Talent Shortage
The talent shortage remains the biggest challenge for employers: 75 % report that high salary and benefits expectations complicate recruitment. However, the issues run deeper: few candidates possess the required system or language skills.
To address these challenges, 32 % of companies are increasing their investment in training programmes. Language courses and technical training could help qualify more talent for open roles. Simultaneously, there is a trend towards rejuvenating teams: young talent is being actively recruited to complement more senior employees. Interim managers are often employed to bridge temporary gaps—a strategy utilised by 39 % of companies over the past year or planned for the near future.
Accounting, in particular, presents a significant challenge.
“Accounting is often still seen as a traditional profession, but the reality has changed,” explains Hermann. “The limited number of young professionals entering the field after training or university is driving up salary demands, causing distortions in pay structures.”
The situation in controlling, by contrast, is more balanced, as demand for experts in this area is better met.
Value Orientation and Employee Retention Strategies
For 78 % of professionals in Finance & Accounting, a potential employer’s values are important or very important when searching for a job. Work-life balance (70 %), wellbeing (15 %), and sustainability (10 %) are particularly valued. These priorities often take centre stage when professionals consider changing roles, reflecting a shift in workforce expectations.
On the employer side, bonus programmes remain a popular tool for retaining staff: 80 % of organisations plan to distribute bonuses in 2025. Other retention measures include hybrid work models (69 %), expanded training opportunities (51 %), and enhanced employee benefits (49 %).
Guidance
The year 2025 presents significant challenges and opportunities for both employers and employees in Accounting & Finance. Companies must become more flexible, experiment with innovative strategies, and focus on the needs of young talent to remain competitive. For employees, continuous upskilling and networking are more important than ever.
Discover more about current trends and salaries in our Salary Survey 2025.
