Salary shorts: Property accounting & finance salary trends and hiring insights from the experts

Let's talk about what's happening in the property finance world right now. The past year has brought some interesting shifts in salaries, hiring practices, and what candidates are looking for. Both companies and finance professionals need to get to grips with these new realities as the economy stabilises and workplace expectations continue to evolve.

Salary growth is cooling down

After several years of accelerated wage inflation driven by cost-of-living concerns, salary growth across the property finance sector has settled at approximately 5% over the past year. This represents a significant cooling compared to previous expectations of 10%+ increases, largely corresponding with broader inflation coming under control.

However, this moderation isn't uniform across all segments. We continue to observe stronger wage inflation in specific areas:

• Newly qualified accountants are still in high demand and commanding better pay

• Transactional roles like accounts payable, receivable, and credit control continue to see above-average increases

• Graduate salaries have jumped to £28k-£30k (up from £25k)

This bump at the entry level is having a knock-on effect, pushing up pay for professionals with 1-3 years of experience as companies try to keep their salary scales making sense.

The flexibility premium

Perhaps the most significant shift we've witnessed is the elevation of workplace flexibility from a nice-to-have perk to a fundamental consideration in candidate decision-making. Our recruitment data reveals a clear preference for positions offering remote work arrangements, with roles providing two work-from-home days attracting substantially more interest than higher-paying positions with limited flexibility.

This effectively creates a direct trade-off between compensation and work-from-home arrangements, with many candidates willing to accept modestly lower salaries in exchange for improved work-life integration. Organisations offering hybrid arrangements are experiencing measurably improved candidate attraction and retention rates.

Beyond money: Career development keeps people around

A good salary gets people in the door, but clear progression keeps them from walking out of it. Today's finance professionals want more than just a paycheck - they want to build skills and see a clear path forward.

We're seeing higher turnover in finance departments with flat structures where there's nowhere to go. People are voting with their feet and moving to companies that offer better development opportunities. The organisations doing retention right are the ones with clear development plans, mentoring, and transparent promotion paths.

What else do candidates want?

A couple of other things worth mentioning about what today's finance professionals are looking for:

• Normal working hours: There's real pushback against long days (9-6 or longer). Most qualified professionals below the executive level want standard 9-5 hours and will choose roles that respect their time.

• Work that matters: People want to feel their job has purpose, and they're making a real contribution.

Market outlook: Cautiously optimistic but more careful

The market mood has improved since the new government came in, but there's still uncertainty around when interest rates will normalise. This is affecting hiring patterns - larger institutions and project-focused businesses are being more hesitant than smaller, nimbler companies that can adapt quickly.

Recruitment processes have gotten much more thorough:

• More testing and assessment stages

• Longer decision-making timelines

• More focus on cultural fit and long-term potential

This extra caution makes sense given the upcoming National Insurance contribution increases that will make each new hire more expensive. Companies want to be sure they're making the right choice the first time around.

One trend that's impossible to ignore - counter-offers have become almost guaranteed for good candidates who make it to final interviews. Employers know how disruptive and costly it is to replace good team members, so they're increasingly willing to improve pay and conditions to keep them.

Navigating forward

As we move through 2025, organisations that will succeed in attracting and retaining top finance talent will be those that:

1. Offer competitive compensation aligned with current market expectations

2. Provide meaningful flexibility that acknowledges the changed workplace landscape

3. Create clear development pathways that extend beyond salary progression

4. Maintain efficient, respectful recruitment processes that value candidates' time

The property finance recruitment landscape continues to evolve, but with thoughtful strategy and awareness of these key trends, both employers and candidates can successfully navigate this new normal.

Download our full Salary Guide & Trends Report 2025 now.

Joseph heads up deverellsmith’s Accounting & Finance team and is an experienced headhunter specialising in sourcing the best accounting and finance leaders within the real estate sector. With over 8 years of experience sourcing talent across the residential and commercial property sectors, he is the perfect recruitment partner for any senior finance hires.

If you are looking to hire top accounting and finance professionals or looking for your next job, get in touch below.