How to Hire Finance Talent in London

Hiring Finance talent in London: How to attract and retain the best finance & accountancy talent

London remains one of the world’s largest marketplaces for finance talent. It’s home to the HQs of many global corporations and has a thriving ecosystem of startups and independents. It’s recognised as a leading player in global financial markets and a major hub for many industries, particularly Tech and Media, while also being the location of choice for Regional/EMEA offices of companies doing business in these areas.

That means that London has one of the largest network of finance talent in Europe, but with so much demand from businesses, competition for the best candidates can be huge.

Hiring the right talent for finance jobs in London isn’t just about filling vacancies, it’s about understanding market trends, anticipating future needs, and positioning your company as an employer of choice in a highly competitive environment. Whether you're a multinational or an ambitious SME, here are six steps that will help you achieve your recruitment goals.

1.Know the finance job market - and the talent

The London finance and accounting talent pool is diverse from ACA-qualified auditors to commercially minded FP&A analysts and ESG reporting specialists. But the market moves fast.

Before starting the hiring process it’s well worth speaking to an experienced recruiter who can share information on current market trends and advise you on how best to position the role and its requirements in order for you to compete against those looking to recruit from the same talent pool. They’ll be able to provide regular updates on average salaries and be proactive in identifying emerging skill sets.

Current areas of high demand include:

∙     Financial planning & analysis (FP&A)

∙     Business partnering with commercial insight

∙     Tech-enabled roles (e.g., Power BI, SQL, ERP implementation experience)

 2.Think beyond the numbers

Yes, technical skills are non-negotiable. But in today’s finance teams, soft skills are just as critical. Candidates with strong communication, commercial awareness, and stakeholder management abilities are highly prized -particularly for business partnering roles or positions involving cross-functional collaboration.

When briefing your recruiter (whether internal or external)it’s well worth discussing the characteristics that you feel are essential as well as the technical expertise required. A good recruiter will take time to assess a candidate as much on the former as they will the latter.

3.Streamline the hiring process

Top finance talent doesn’t wait around. A lengthy or disorganised hiring process can result in missed opportunities. Review your recruitment pipeline: Is it efficient? Are decisions being made swiftly? Are candidates receiving timely communication?

Working with experienced recruitment partners who specialise in finance roles can accelerate the process and provide access to pre-vetted ,high-calibre candidates.

4.Invest in employer branding

Those working in finance and accountancy are no different from any other area of the workforce in that they often want to work for organisations that offer more than a competitive salary. They’re looking for career development, meaningful work, and a healthy work-life balance.

Highlight your company culture, progression opportunities, and flexible working policies. Make your online presence count—LinkedIn, Glassdoor, and even your careers page should reflect a strong employer value proposition for finance jobs in London.

5.Offer competitive benefits—not just competitive salaries

In a high-cost city like London, compensation is about more than just base salary. Candidates increasingly value benefits that contribute to their overall well-being, financial security, and work-life balance.

Most-valued benefits in the London finance market include:

Hybrid and flexible working arrangements – A near-universal expectation post-pandemic, and particularly attractive in London where travel costs are high and journey times can be lengthy.

Generous pension contributions – Often a differentiator between competing offers, particularly for mid-career and more senior candidates.  

Private healthcare and dental cover – Highly valued for peace of mind at all levels.

Enhanced parental leave policies – Particularly important for mid-career professionals.

Study support and professional development funding – Especially appealing to part-qualified or newly qualified accountants.

Wellness perks – Gym memberships, mental health support and wellbeing allowances

Bonus potential and equity schemes – Particularly useful for attracting talent if you’re a startup/scale-up or can’t quite meet market rates.

If your base salaries are slightly below market rate, you can still make your offer compelling by building a total rewards package that reflects what today’s professionals truly care about.

Transparency is key—outline benefits clearly during the offer stage and tailor them, where possible, to individual circumstances.

6.Think retention from day one

Hiring is just the beginning. Retention is what drives long-term success. Onboarding should be structured and engaging. Career development plans should be clear. Consider offering study support for qualifications, internal mobility pathways, and regular feedback mechanisms.

For those working in London, the opportunities available for the best talent is always high, so keeping your best people often means creating an environment where they can grow—professionally and personally.

Final Thoughts

Hiring for finance and accountancy roles in London demands strategic thinking, agility, and a deep understanding of what today’s candidates are looking for from employers. By positioning your organisation as forward-thinking and people-first, you’ll not only attract top talent—you’ll keep them.

The capital’s talent pool is deep, but the competition is deeper. Hire smarter, not harder.

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