5 Things Shaping Finance & Accounting Hiring in Property Right Now

Insights from the deverellsmith Salary Guide & Trends Report 2026

Accounting and Finance in the property sector looks different today than it did 12 months ago. Return-to-office mandates, tightening financial controls, and rapid technology adoption have combined to shift both the talent market and employer expectations. Here's what the data, and the conversations we're having on the ground, are telling us.

1. Return-to-office is moving candidates

As more property businesses reinstate office-based expectations, a clear gap has opened up between what employers want and what candidates will accept. Even companies with a previously strong reputation for flexibility are tightening their policies, and professionals are responding with their feet. Rising commuting costs and a reluctance to sacrifice work-life balance are prompting movement, making flexibility a genuine retention risk for businesses that underestimate its value.

2. Systems expertise commands a premium

Salary growth across the sector is steady but measured, broadly inflation-aligned rather than the sharp post-COVID rises we saw in previous years. The exception is tech-enabled and systems-oriented roles. Professionals with hands-on experience in platforms such as Yardi or Cube, or with a track record in system implementation and optimisation, are achieving premium salaries. Their ability to drive efficiencies and streamline processes makes them disproportionately valuable in leaner teams.

3. Commercial finance skills are increasingly sought after

Hybrid roles that blend accounting fundamentals with financial modelling, forecasting, and strategic planning are in growing demand as businesses seek more from smaller teams. As financial controls tighten across the sector, professionals who can operate commercially and not just technically are becoming a priority hire. At entry level, however, employers are keen to stress that strong accounting basics remain essential, with some expressing concern that system-heavy environments are eroding foundational knowledge.

4. The £100k salary threshold is a real hiring complication

Candidate attraction and retention continue to hinge on salary, benefits, and culture, but there's a specific dynamic worth flagging. Salary bands around £100,000 carry particular weight due to childcare benefit implications, meaning candidates in or approaching that bracket often require a substantial uplift to make a move financially viable. Employers need to factor this into offer strategies, or risk losing strong candidates at the final stage.

5. Culture is competing with, and sometimes beating, salary

Competitive pay remains important, but it's no longer the only lever. Positive working environments, clear progression pathways, and genuine flexibility are now core components of a compelling offer. In a number of cases, candidates are actively choosing lower-paying roles at companies with stronger cultures over higher salaries at less appealing ones. For businesses focused on long-term retention, culture isn't a soft benefit. It's a commercial priority.

What's coming in the next 12 months?

The outlook points to further outsourcing of transactional roles, growing demand for newly qualified talent to provide oversight, and accelerating adoption of AI and advanced finance systems. Opinion on that last point is divided. Some professionals are embracing the shift, others remain cautious. The businesses that navigate it best will be those that use technology to enhance critical thinking, not replace it.

For full salary data and hiring trends across Finance & Accounting in property, download the deverellsmith Salary Guide & Trends Report 2026.

About the Author

Joseph Morris | Manager - Qualified Accounting & Finance