Finding the right finance professionals has always been important, but this year it’s become increasingly competitive. While the recruitment market has settled following the rapid hiring seen in previous years, employers across the Thames Valley are still competing for experienced finance talent that can make an immediate impact.
Businesses are understandably taking a more measured approach to recruitment. Hiring decisions are often more carefully considered, budgets are under greater scrutiny, and employers want to be confident that every new appointment will add genuine value to the organisation. At the same time, finance teams are facing increasing pressure to do more than ever before. Alongside managing day-to-day operations, they’re expected to provide commercial insight, support strategic decision-making and help businesses navigate an ever-changing economic landscape.
Rather than recruiting simply to fill vacancies, employers are looking for finance professionals who can improve processes, embrace new technologies and become trusted business partners. As a result, candidates with the right combination of technical expertise, commercial awareness and interpersonal skills continue to be highly sought after.
At Bucks & Berks Recruitment, we work with employers and finance professionals across Reading, Slough, Maidenhead, Windsor, Bracknell, High Wycombe, Wokingham and the wider Thames Valley every day. Speaking to businesses and candidates gives us a unique insight into how the local market is evolving and the challenges employers are facing when trying to attract and retain finance talent.
Although every business is different, common themes have been emerging over the past few months. From shifting hiring priorities to growing demand for commercial finance skills, certain trends are shaping the local finance recruitment market.
In this article, we share some of the key trends our recruitment consultants are seeing across the Thames Valley, together with practical advice for employers looking to secure the best finance professionals in the current market.
The Thames Valley Continues to Attract Finance Talent
The Thames Valley has long been recognised as one of the UK’s strongest business regions, and that continues to shape the local finance recruitment market. Home to a diverse mix of global corporations, fast-growing SMEs, technology businesses, financial services organisations and professional services firms, the region offers finance professionals a wide variety of career opportunities.
From Reading and Slough to Maidenhead, Bracknell, Windsor and High Wycombe, businesses are continuing to invest in experienced finance teams that can support growth, improve efficiency and provide strategic insight. While recruitment activity may not be at the pace seen during periods of rapid economic expansion, organisations are still hiring, particularly where finance plays a critical role in business performance.
For employers, however, this creates a competitive market. Many finance professionals have multiple career options available to them, particularly those with several years’ experience or specialist expertise. Candidates may be considering opportunities with local businesses, international organisations based in the Thames Valley, or employers in London offering hybrid working arrangements.
This means businesses can no longer rely on salary alone to attract the best people. Candidates are increasingly assessing the complete opportunity, including career progression, flexibility, company culture, leadership and the chance to make a meaningful impact within the organisation.
At the same time, finance professionals themselves are becoming more selective. Many candidates are looking for long-term career opportunities where they can continue to develop their skills, take on greater responsibility and work for businesses that invest in their people.
It’s just as important for employers to understand these changing expectations as it is to understand the technical requirements of the role. A well-defined job specification, an efficient recruitment process and a compelling employer proposition can often make the difference between securing a preferred candidate and losing them to another opportunity.
As recruiters working across the Thames Valley every day, we’ve seen first-hand how local knowledge can make a real difference. Understanding salary expectations, commuting patterns, industry demand and candidate motivations allows us to advise employers realistically, helping them attract finance professionals who are not only technically capable but also the right long-term fit for their business.
‘Over the past year, the Thames Valley finance market has shifted. Employers have become more selective and more commercially focused. They are looking for candidates who can add value beyond the numbers. We’re having far more conversations about business partnering, process improvement and systems capability. Candidates, on the other hand, are prioritising stability and culture more than ever, so the quality of the employer brand really matters.’
– Bucks and Berks Recruitment.
Commercial Finance Skills Are Becoming More Valuable Than Ever
Technical ability has always been a core requirement for finance professionals, but increasingly it’s no longer enough on its own.
Across the Thames Valley, we’re seeing employers place greater value on candidates who can combine strong financial knowledge with commercial thinking. Rather than simply producing reports or managing day-to-day financial processes, today’s finance teams are expected to provide meaningful insight that helps businesses make informed decisions.
Whether it’s supporting growth plans, identifying cost-saving opportunities, improving cash flow or helping senior leadership understand financial performance, finance professionals are becoming key strategic partners within the organisations they work for.
As a result, employers are looking beyond qualifications and experience alone. They’re searching for individuals who can communicate confidently with colleagues across the business, explain complex financial information clearly and influence decision-making at every level.
This shift is affecting recruitment across a wide range of finance positions.
For example, employers recruiting Management Accountants increasingly want candidates who can interpret data and support operational teams, rather than simply producing monthly management accounts.
Finance Managers and Financial Controllers are often expected to play a broader leadership role, helping to improve processes, manage change and contribute to wider business strategy.
Even more junior positions, such as Accounts Assistants and Assistant Accountants, are evolving. Many employers are looking for candidates with the ambition to progress, a willingness to learn new systems and the confidence to take on additional responsibilities as they develop.
Alongside commercial awareness, technology is also becoming more important than ever,
Modern finance departments rely on a wide range of accounting software, ERP platforms and reporting tools to improve efficiency and provide real-time financial information. Candidates with experience using systems such as Sage, Xero, Microsoft Dynamics, SAP, Oracle or NetSuite can often stand out, particularly where employers are introducing new technology or streamlining existing processes.
That said, technical skills alone rarely secure the best opportunities.
Many of the employers we work with tell us they’re equally interested in qualities such as adaptability, problem-solving, attention to detail and the ability to build strong working relationships across different departments. As finance teams become more integrated with the wider business, interpersonal skills are playing an increasingly important role in successful appointments.
For candidates, this means demonstrating more than just accounting knowledge during the recruitment process. Employers want to understand how you’ve improved a process, solved a problem, supported business growth or influenced positive change within your previous organisation.
For employers, it’s a reminder to think carefully about the skills that will genuinely make a difference to the business over the next few years, rather than simply replacing like for like. Recruiting someone with the right mindset, commercial awareness and potential can often deliver greater long-term value than focusing solely on technical ability.
AI and automation are changing the finance skill set
Finance teams are increasingly using AI-powered tools and automation to streamline repetitive tasks such as data entry, invoice processing and reporting. Rather than replacing finance professionals, these technologies are allowing teams to spend more time analysing data, identifying trends and supporting strategic decision-making.
As a result, employers are placing greater value on candidates who are comfortable working with modern finance systems and are open to adopting new technologies. Alongside technical expertise, skills such as critical thinking, problem-solving and commercial awareness are becoming more important as finance roles continue to evolve.
For candidates, demonstrating an ability to embrace new technology and adapt to changing ways of working can be a real advantage in the recruitment market.
‘Clients want finance professionals who can interpret data, challenge stakeholders, and guide decision‑making and not just produce reports. They’re looking for people who can explain the story behind the numbers, influence non‑finance teams, and contribute commercially to how the business moves forward.’
– Bucks and Berks Recruitment.
Temporary Finance Recruitment Is Helping Businesses Stay Agile
While permanent recruitment remains a priority for many businesses, temporary finance recruitment continues to play an important role across the Thames Valley.
Today’s businesses often need experienced finance professionals at short notice, whether that’s to cover planned absences, support periods of growth or provide additional expertise during times of change. Rather than placing additional pressure on existing teams, temporary recruitment allows employers to bring in experienced professionals who can make an immediate contribution.
We’re seeing temporary finance professionals being hired for a wide range of reasons. Maternity cover remains a common requirement, but employers are also using temporary staff to support year-end accounts, audits, system implementations, acquisitions, restructures and other project-based work.
Temporary recruitment can also be an effective solution when permanent recruitment is taking longer than expected. Instead of rushing to fill a vacancy, businesses can maintain productivity by appointing an experienced temporary professional while continuing the search for the right permanent employee.
For many employers, this approach provides valuable flexibility. Business priorities can change quickly, and temporary recruitment allows organisations to respond without committing to a permanent appointment before they’re ready.
It’s also worth remembering that temporary recruitment isn’t just beneficial for employers.
Many finance professionals actively choose temporary assignments because they offer flexibility, variety and the opportunity to gain experience across different industries and organisations. Contractors and temporary workers often bring fresh perspectives, specialist knowledge and the ability to adapt quickly to new environments, making them valuable additions to finance teams.
We’ve also seen temporary positions develop into permanent opportunities where both the employer and candidate recognise there’s an excellent long-term fit. This can reduce recruitment risk while allowing both parties to assess whether the role and business are the right match.
As finance teams continue to evolve, having access to flexible recruitment solutions is becoming increasingly important. Whether a business needs an Accounts Assistant for a busy period, an experienced Payroll professional to cover maternity leave or a Financial Controller to support a major project, temporary recruitment provides a practical way to access the skills needed without unnecessary delays.
The key is planning ahead wherever possible. Engaging with a specialist recruitment agency before the need becomes urgent can help employers build a pipeline of suitable candidates and reduce the pressure when vacancies arise unexpectedly.
‘Temporary finance recruitment has definitely risen. The most common assignments are month‑end support, payroll, credit control, reconciliations, and project‑based roles such as system migrations or process improvements. Employers are seeing the benefits from bringing in temps who can hit the ground running, especially when teams are lean or when permanent hiring decisions are taking longer. Temporary professionals are giving businesses flexibility without compromising on quality.’
– Bucks and Berks Recruitment.
Candidates Have Higher Expectations Than Ever
The finance recruitment market has changed significantly over the past few years, and so have candidate expectations.
While salary remains an important factor, it’s no longer the only consideration when finance professionals are deciding whether to accept a new role. Candidates are taking a much broader view, looking at everything from career progression and company culture to flexibility, leadership and long-term stability.
For employers, this means attracting top finance talent is about more than simply advertising a competitive salary.
One of the biggest shifts we’ve seen is the continued demand for flexible working. Although expectations vary depending on the role and industry, many finance professionals now expect at least some degree of hybrid working where possible. Employers who can offer flexibility often have access to a wider pool of candidates, while those insisting on fully office-based roles may find recruitment more challenging.
Career development is another major priority.
Many finance professionals aren’t just looking for their next job. They’re looking for the next step in their career. Candidates frequently ask about training opportunities, professional qualifications, mentoring, leadership responsibilities and future progression before deciding whether a role is right for them.
This is particularly true for candidates studying towards qualifications such as AAT, ACCA, CIMA or ACA. Many are looking for employers who will actively support their development, both financially and professionally.
Company culture has also become increasingly important.
Today, more of our candidates want to understand what it’s really like to work for an organisation beyond the job description. They ask about team structure, management style, employee wellbeing, staff retention and how success is recognised within the business. They want to know they’ll be joining a supportive environment where they can develop their skills and build a long-term career.
Transparency throughout the recruitment process also plays a significant role.
Candidates appreciate employers who communicate clearly, provide timely feedback and set realistic expectations from the outset. A slow or unclear recruitment process can quickly lead to frustration, particularly when candidates are considering multiple opportunities at the same time.
This is why it’s so important for employers to think about recruitment from the candidate’s perspective. A job advert is often someone’s first impression of your business, while every stage of the interview process contributes to your employer brand.
Businesses that communicate well, demonstrate genuine career opportunities and treat candidates professionally are often the ones that secure the strongest finance professionals.
At Bucks & Berks Recruitment, we regularly advise employers on how to position opportunities competitively within the local market. Sometimes relatively small changes, such as improving communication, streamlining interview stages or highlighting development opportunities, can significantly improve the quality of applications and increase offer acceptance rates.
‘Flexible working remains the number one request, not just hybrid, but genuine flexibility around hours. Progression is also a big talking point; candidates want clarity on development pathways before they accept an offer. Culture has become a major deciding factor too. We’re hearing more candidates say they want supportive leadership, wellbeing initiatives, and a workplace where they feel valued. We have seen candidates turn down higher salaries in favour of a role that offers better balance and a more collaborative team environment.’
– Bucks and Berks Recruitment.
Why Local Recruitment Knowledge Makes a Difference
While many recruitment challenges are shared across the UK, every local market has its own characteristics. That’s particularly true in the Thames Valley, where businesses are competing for finance professionals in one of the country’s most diverse and commercially active regions.
From multinational organisations and technology companies to SMEs, manufacturers, charities and professional services firms, employers across Berkshire and Buckinghamshire are often looking for similar skills at the same time. This creates healthy competition for experienced finance professionals, particularly those with strong commercial experience or specialist expertise.
The proximity to London also has a significant impact on recruitment.
Many finance professionals living in the Thames Valley have the option of working locally, commuting into London, or accepting hybrid roles with employers based elsewhere, meaning local businesses aren’t simply competing with businesses in Reading, Slough, or Maidenhead but across the South East.
That doesn’t necessarily mean local employers have to offer London salaries to compete.. In fact, many finance professionals value shorter commutes, greater work-life balance, flexible working arrangements and the opportunity to build their careers closer to home. Understanding what motivates a candidate is often just as important as knowing their salary expectations.
This is where local recruitment expertise can make a real difference.
At Bucks & Berks Recruitment, we’ve spent decades building relationships with employers and finance professionals across the Thames Valley. We understand the local employment market, the skills businesses are looking for and the factors influencing candidates’ decisions when considering a new opportunity.
That local knowledge enables us to provide practical advice throughout the recruitment process. We can help employers benchmark salaries, understand current market conditions, refine job specifications and identify realistic expectations for the roles they’re recruiting.
It’s also about understanding the nuances between different locations. Recruiting a Finance Manager in Reading may present different challenges to recruiting an Accounts Assistant in High Wycombe or a Payroll professional in Slough. Each location has its own mix of employers, commuting patterns and candidate availability, all of which can influence recruitment outcomes.
For candidates, working with a local recruitment specialist also provides valuable insight. Beyond simply matching skills to vacancies, we help finance professionals understand the opportunities available, the employers that best fit their career ambitions and where they can continue to develop professionally.
Ultimately, successful recruitment is all about understanding people, businesses and local markets. By combining sector knowledge with decades of experience across Berkshire and Buckinghamshire, we’re able to help employers attract finance professionals who will make a lasting contribution to their organisation.
‘Local knowledge makes a big difference. We recently supported a payroll candidate who needed a role that balanced progression with a manageable commute. Because we know the region so well, the employers, the culture, the transport links, we were able to match them with a Maidenhead‑based business that aligned perfectly with their goals. The client later told us that we were quick, responsive, really listened to what they needed, and ultimately found exactly the right person for the job.’
– Bucks and Berks Recruitment.
What Employers Should Do Next
While every organisation’s hiring requirements are different, the employers achieving the best recruitment outcomes are those who adapt their approach to reflect the current market. Rather than waiting until a vacancy becomes urgent, they plan ahead, review their recruitment processes, and ensure they’re positioned to attract the strongest finance professionals when opportunities arise.
Review your requirements before recruiting
It’s easy to default to replacing a departing employee with someone who has an identical skill set. However, recruitment also presents an opportunity to review the structure of your finance team and consider what your business needs over the next few years.
For example, has your business grown since the role was last recruited? Are there new systems, reporting requirements or commercial responsibilities that should be reflected in the job description? Would someone with stronger business partnering skills deliver greater value than someone focused solely on transactional finance?
Taking time to answer these questions before advertising a role can help attract candidates who will support your business well into the future.
Move quickly when you find the right person
Although employers are understandably taking a more considered approach to recruitment, delaying decisions unnecessarily can prove costly.
Experienced finance professionals remain in demand across the Thames Valley and are often exploring multiple opportunities at the same time. A lengthy recruitment process, delayed feedback or slow decision-making can result in employers losing their preferred candidate before an offer is even made.
On the other hand, having a clear recruitment process and defined interview stages can significantly improve the candidate experience while helping businesses secure the talent they want.
Think beyond technical ability
Professional qualifications and systems knowledge remain important, but they’re only part of the picture.
The most successful finance professionals combine technical expertise with commercial awareness, problem-solving skills and the ability to communicate effectively across the wider business.
Candidates who can explain financial information clearly, influence decision-making and build strong relationships with stakeholders often deliver the greatest long-term value.
Consider temporary recruitment where appropriate
If immediate support is needed, temporary recruitment can provide an effective solution while permanent recruitment continues.
Whether it’s covering maternity leave, supporting year-end reporting, managing increased workloads or delivering finance projects, experienced temporary professionals can help businesses maintain productivity without compromising on quality.
Partner with a specialist finance recruitment agency
Working with a specialist finance recruitment agency provides access to local market knowledge, salary benchmarking, candidate insights and networks that can be difficult to reach through advertising alone.
At Bucks & Berks Recruitment, we work closely with employers across Berkshire and Buckinghamshire to understand their business, advise on current market conditions, and introduce candidates with the skills and experience needed to succeed.
By taking a proactive approach and understanding the realities of today’s finance recruitment market, employers can put themselves in the strongest possible position to attract and retain high-quality finance professionals.
Get in touch with our team today to start your recruitment process.
Frequently Asked Questions
Is it difficult to recruit finance professionals in the Thames Valley?
Competition for experienced finance professionals remains strong, especially for those with commercial experience or specialist skills. However, employers with a clear recruitment process and an attractive opportunity continue to secure excellent candidates.
Which finance roles are currently most in demand?
Demand varies depending on the market, but businesses continue to recruit for roles including Accounts Assistants, Assistant Accountants, Management Accountants, Finance Managers, Finance Controllers, Credit Controllers and Payroll professionals.
Should I recruit temporary or permanent finance staff?
This depends on your business needs. Temporary recruitment can provide valuable support during busy periods, maternity leave, projects or while searching for a permanent employee. Permanent recruitment is often the preferred option for long-term growth and continuity.
How long does finance recruitment usually take?
Timescales vary depending on the seniority of the role, the skills required and current market conditions. Working with a specialist recruitment agency can often help streamline the process and reduce time to hire.
What do finance candidates look for in a new role?
Alongside competitive salaries, many candidates are looking for career progression, flexible working, supportive leadership, professional development and a positive workplace culture.
Why use a specialist finance recruitment agency?
A specialist recruitment agency understands the local market, salary expectations and current hiring trends. It can also provide access to experienced candidates who may not be actively applying for roles, helping employers find the right long-term fit more efficiently.
