Salaries and Trends in Banking & Financial Services 2025

"Certain traditional roles, such as Finance Manager positions, have been outsourced in recent years. The focus has now shifted to roles in process and project management, which continue to offer very attractive salaries", explains Hande Bostan-Caruso, Senior Manager at Robert Walters in Frankfurt.

Salaries for top-tier positions in the banking and financial services sector have declined. Instead, many companies are strategically investing in more attractive remuneration packages for junior professionals to remain competitive in the battle for young talent.

Moreover, increasing emphasis is being placed on soft skills as well as regulatory and cross-functional expertise. Employers are increasingly seeking professionals who can align complex regulatory requirements with internal processes and collaborate effectively with other departments or external partners.

These developments reflect the core findings of the Robert Walters Salary Survey 2025. The survey not only highlights current salary trends but also explores shifting expectations among employees and employers.

Key Labour Market Trends in Banking & Financial Services 2025

• 80 % of companies plan to distribute bonuses averaging 6–10 % of annual salaries.
• 87 % of organisations report that high salary expectations are hindering recruitment efforts. Other challenges include a lack of qualifications (47 %) and insufficient industry experience (40 %).
• Nearly 50 % of banking professionals are planning to change jobs, primarily due to limited career prospects (25 %) and poor leadership within their organisation (22 %).
• There is high demand for professionals such as IFRS17 specialists, credit analysts, and IT auditors.
• 29 % of surveyed businesses employ interim managers, particularly in compliance and risk functions, to address temporary shortages.

Top Earners in 2025 and Their Salary Ranges

The earning potential for executives and specialised professionals in the banking and financial services sector remains attractive in 2025:

• Managing Directors in Corporate Finance Advisory (Tier 1) earn annual salaries starting at €350,000, while those in Tier 2 positions earn around €300,000.
• Directors in Tier 1 earn a minimum of €250,000, compared to approximately €230,000 in Tier 2.
• Vice Presidents earn between €150,000 and €170,000 in both categories.
• Heads of Compliance can expect annual salaries of up to €150,000, while interim managers in this role command daily rates of at least €1,500.
• Risk Controllers earn over €100,000 annually or daily rates starting at €1,200 as interim managers.
• AML/Financial Crime Officers begin at €95,000 per year, with interim daily rates starting from €1,000.

The salaries listed refer to the remuneration of professionals and executives newly joining a company.

Further details on salaries and trends for 2025 are available in the Robert Walters Salary Survey 2025.

Focus on Employees: Expectations and Priorities

Flexibility remains a key priority for employees. 89 % of professionals prefer hybrid working models with two to three office days per week. Additionally, many professionals seek well-being programmes, such as additional leave and flexible working hours.

Professional development is also high on the agenda, with 58 % of professionals planning to upskill within the next 12 months to keep pace with industry changes. Technical expertise and soft skills, such as communication and negotiation, are particularly sought after.

Hande Bostan-Caruso emphasises:

Employees expect not only financial incentives from their employers but also opportunities for long-term development.

In a dynamic sector like financial services, professional development can be a crucial competitive advantage.

Companies Under Pressure: Strategies to Address Skills Shortages

For employers, the skills shortage remains one of the greatest challenges. 60 % of organisations express significant concern over staffing issues, particularly in IT, accounting, and strategy. In addition to candidates’ high salary expectations, companies struggle with a lack of qualifications and industry experience among potential hires.

Another pressing issue is the low loyalty of many professionals. Companies are addressing this trend by enhancing employee retention measures. Recently expanded offerings include bike-to-work schemes (33 %), well-being initiatives (25 %), and bonus programmes (25 %). Despite these efforts, turnover remains a challenge, with 50 % of surveyed professionals planning to change jobs in 2025.

Trends for the Future: AI, Values, and Diversity

The growing automation enabled by Artificial Intelligence (AI) is transforming the financial services sector. Many professionals and companies alike view AI skills as a key qualification for the future, yet businesses often fall short of expectations. 76 % of professionals report not receiving AI-related training, despite strong demand. At the same time, 73 % of professionals express interest in participating in such programmes. “Companies that invest in AI training can not only bridge skills gaps but also position themselves as innovative employers in the long term,” says Bostan-Caruso.

Furthermore, employees are increasingly prioritising company values. 50 % of professionals state that these play a critical role in their choice of employer. Diversity, inclusion, and sustainability are perceived as key factors. “Businesses that communicate their values authentically build trust and attract top talent,” adds Bostan-Caruso.

Discover more about the latest trends and salary developments in our Robert Walters Salary Survey 2025 and leverage these insights to achieve your career goals.