What do finance professionals really look for in a job in 2025?
In today’s finance jobs market, the green flags professionals look for in an offer are evolving. Between technological advances, work-life balances, and economic uncertainties, candidates are weighing up more than just salaries and job titles. For employers, understanding what motivates someone to stay in their job, or jump ship is essential to remain competitive.
For hiring managers, our latest market and salary guides make for essential reading. We surveyed over 1,800 professionals to understand what’s really driving career decisions in the industry this year, and the responses reveal a clear shift in priorities.
Here, we’ll take a glimpse at the finance hiring trends that emerged from our report as well as identifying what this means for businesses looking to hire and retain the best finance talent.
Why do finance professionals leave jobs in 2025?
Whether pivoting specialisms or leaving the finance sector altogether, there are a number of reasons professionals leave their finance job. Levels of disengagement and burnout are growing in the global workforce, and our 2025 financial services market report and salary guide reveals 42% of professionals are currently not satisfied with their job.
The reasons behind feeling unfulfilled at work shed light on what finance professionals value most. Our report gives some food for thought on the cultural areas to take a look at in your business. The top three reasons finance professionals gave for leaving a role were:
- Lack of development and growth
- Pay that doesn’t match up with their output
- Poor work-life balance
What do finance professionals want in a job?
What finance professionals want from a role in 2025 isn’t limited to pay and title. While both still matter, a good job offer will need to balance career aspirations, wellbeing, values, and future stability. The finance professionals we surveyed are looking for roles that reflect a broader spectrum of considerations, and they’re ready to move on if those expectations aren’t met.
Here’s a look at a handful of the finance hiring insights from our report.
Real career progression
We found that career progression is still the biggest driver of job changes in finance. If someone can’t see their future in your business, then both hiring and employee retention becomes a challenge. From permanent positions in financial services to interim and contracting roles, what professionals really want is clarity and visibility.
When hiring for finance professionals, it’s not enough to say ‘there’s room to progress’ anymore. Top finance talent wants to know what this looks like, what the timeline is, and what support is in place. That demand is strongest in mid-level finance jobs for those with 3 to 10 years experience.
Our report revealed that this demographic is the most active group in the market. Mid-level finance professionals often have several opportunities in play at once, and being specific about progression is key to standing out. In high-demand areas like private equity and compliance, an absence of progression planning will be damaging to your hiring strategy.
Fair pay that matches industry benchmarks
Salary remains one of the biggest reasons people start looking elsewhere. That’s not news, of course, but what has shifted is how finance professionals are interpreting their pay. More so than ever, professionals are looking at how their compensation stacks up against market norms, salary benchmarks, and the work they’re putting in. If they see a disconnect, they’re less likely to wait for their pay to catch up.
Our research shows:
- 49% of professionals said they’re dissatisfied with their current salary
- Most finance professionals expect a 10-14% increase when moving roles
In finance recruitment, it’s important to understand what competitive pay actually looks like. That’s where our salary guide comes in. For hiring managers, the insights within will help with salary benchmarking and ensuring the pay you’re offering is attractive to the best talent out there.
Benefits that reflect today’s needs
Benefits are just as important to get right as salary. The benefits finance professionals value most in 2025 tangibly support health and stability. They reflect a workforce thinking about long-term wellbeing and personal sustainability in their roles. Traditional social perks like free lunches or team outings now rank much lower, particularly among professionals juggling family responsibilities.
Well-rounded benefits packages remain a key decision-making factor when candidates are weighing up multiple offers. The top five finance job benefits cited in our survey were:
- 25+ days annual leave
- Annual bonus
- Private medical, dental or life insurance
- Employee Assistance Programme (EAP)
- Gym or wellbeing subsidies
This is just a flavour of the financial job insights our research provides. To get the full picture, download our 2025 finance salary guide and market report today.
How company values are influencing job moves
The finance professionals of today are looking at company culture through a sharper lens. While purpose alone may not drive a move, misalignment with core company values is certainly a reason people leave. ESG in particular is being watched closely.
This isn’t just a trend among younger finance professionals. Candidates for finance jobs across all levels want to see that businesses are thinking beyond profit. For hiring managers, this means talking candidly about core values and building a strategic employer brand that highlights what the company truly believes in.
Our research found that:
- 42% of professionals said it’s very important to work for a company with a strong ESG strategy
- Many respondents expressed concerns about a lack of diversity within leadership teams
What are the top trends shaping finance hiring in 2025
- Interim finance jobs are in high demand: Contractors remain a flexible solution for businesses with short-term needs. That said, there’s growing competition for experienced interims. Understanding what they’re looking for in a contract job increases the likelihood of getting interim talent that will make a difference through the door.
- Many feel unprepared for AI: 61% of respondents believe AI will impact their role, but only 27% have had any upskilling or formal training in the space. This signals a widening skill gap and an opportunity for businesses to differentiate themselves by offering AI training.
- Passive interest is up: Most professionals aren’t actively job hunting, but nearly half are open to the right opportunity. This underlines the importance of well-crafted job descriptions and long-term talent pipelining.
Get more insights into finance jobs in 2025
Finance professionals in 2025 are asking more questions than ever when selecting their next role. From the benefits and growth opportunities you need to shout about in job descriptions to how company values align, it’s important to avoid being vague or inconsistent in order to attract the best finance talent.
If you’re reviewing your strategy, now’s the time to partner with Marks Sattin. Submit a brief today to work with our expert team or download our 2025 financial services market report and salary guide to help guide your recruitment efforts.
