2025 Salary Trends and Candidate Expectations Across Finance, Procurement, Tax, and Change Disciplines
From AI-led finance roles to strategic procurement hires and rising demand for transformation leaders, the year ahead presents both opportunities and challenges for employers across the UK. Cedar’s latest salary guide reveals a nuanced picture of what’s driving the talent market and candidate expectations in 2025.
These expectations are rooted in demand for flexibility, fair pay, development opportunities, and cultural alignment and are reshaping how organisations attract, hire, and retain critical talent across Finance, Procurement, Tax, Change & Transformation, Private Equity, and the Public Sector.
Below, we unpack key insights from Cedar’s 2025 Salary Guide and explore what organisations need to know to remain competitive.
The Macro Context
While confidence in the medium-term economic outlook is rising, caution still defines hiring strategy. Employers are prioritising capability-building over headcount expansion. While 62% of UK CEOs are focused on recruiting key skills and capabilities, over 70% are investing in retaining key talent and a 52% are upskilling their current workforce. Digital transformation and AI adoption are accelerating the need for new skillsets, with Gartner predicting that by 2026, 90% of finance functions will use at least one AI-enabled solution, and over 55% of professionals surveyed by us identifying automation as their biggest career disruptor in 2025.
Professionals are responding by actively managing their careers. Candidates today want clear progression, cultural fit, and flexibility. Salary alone is no longer enough. To compete and meet candidate expectations in 2025, organisations must deliver value that is both financial and cultural.
The Expectation Gap
A recurring theme in Cedar’s research is the widening gap between candidate expectations in 2025 and what employers are able and willing to offer. Long hiring processes, inconsistent pay scales, and a lack of transparency are frequently cited pain points by jobseekers.
Key frustrations include:
- 38% say salaries are lower than expected
- 41% report a lack of suitable roles
- 20% cite poor work-life balance
This friction delays hires, increases attrition, and weakens employer brand. For employers to remain competitive, they must treat the hiring experience as strategically as the role itself. Clear salary banding, fast decision-making, and purpose-led messaging are now baseline expectations—not differentiators.
Accountancy & Finance: Strategy, Systems, and Succession Planning
The finance function continues to shift from compliance to strategic influence. In 2025, there is strong demand for Finance Business Partners and Group FDs with ERP and M&A experience, particularly within Private Equity and transformation-led environments. Interim CFO day rates can exceed £1,000, which offers a clear indicator of the value placed on flexible leadership. However, concerns remain. A shortage of newly qualified accountants and succession pipeline risks are inflating salaries at mid-level, making retention difficult. Organisations must ensure their compensation structures are competitive not only in base pay but also in career development, hybrid working, and upskilling support.
Procurement: Strategic Talent Under Scrutiny
Strategic procurement talent is in demand, especially professionals skilled in ESG sourcing, contract optimisation, and digital procurement tools. However, procurement salary trends in the UK are constrained by delayed leadership hires and cautious budget sign-off. Chief Procurement Officers and Heads of Procurement are commanding premium packages but hiring cycles have slowed due to the increased need for ROI justification and internal restructuring. To secure high-impact procurement leaders, employers need to demonstrate career growth, purpose, and a clear link between procurement function and business strategy.
Tax: Risk, Regulation, and Rising Demand
As regulatory scrutiny intensifies, the demand for skilled tax professionals, particularly in transfer pricing, international structuring, and compliance is on the rising. Yet tax salary data for the UK shows widening gaps between junior/mid-level compensation and senior-level packages. Senior tax professionals such as Group Tax Managers and Tax Directors are in short supply, with salaries rising to reflect the increasing complexity of the regulatory landscape. Advisory capabilities and cross-border experience are key differentiators. Firms must plan for long-term pipeline development while being flexible on compensation and upskilling, especially to meet candidate expectations in professional development.
Change & Transformation: AI, ROI, and Project Precision
Digital and business transformation remains a priority, but employers are cautious. Hiring has become more selective, targeting professionals who can deliver measurable ROI. Our transformation recruitment insights show heightened demand for talent skilled in AI, RPA, and data governance, especially where this enhances speed-to-value and stakeholder reporting.
Transformation leaders with sector-specific expertise, especially in ERP, CRM, or data-led change, are increasingly hired on interim contracts for flexibility and speed. To meet candidate expectations in 2025, employers must rethink outdated recruitment models. Lengthy hiring cycles and vague role definitions are major turn-offs. Clear timelines, visible salary data, and engaging candidate experiences are critical.
Public Sector: Delivering More with Less
Public sector salary trends for 2025 reveal that housing associations, local authorities, and not-for-profits are under intense pressure. Budget constraints are compounded by reform fatigue and rising service delivery expectations. Despite this, demand for commercial skillsets, particularly in finance, transformation, and procurement, continues to rise. The challenge? Offering compelling roles when salary growth is capped.
Employers must highlight purpose, work-life balance, and progression opportunities. With over 60% of respondents willing to take a pay cut for improved flexibility or cultural fit, non-monetary benefits remain a vital tool in competing for talent.
Strategic Takeaways for 2025
- Flexibility is a frontline differentiator. Flexible roles are now a top priority across all functions and sectors.
- Upskilling is a retention lever. AI, ERP, and analytics capability are central to candidate expectations in finance, procurement, and transformation.
- Culture closes the deal. Pay gets candidates to the table, but culture, purpose, and progression close offers.
- PE and Transformation are growth hotspots. Interim hiring, project leadership, and AI implementation roles are surging in demand.
- Public sector must lead with purpose. Highlighting impact, flexibility, and internal mobility is essential to compete on more than compensation.
The 2025 salary landscape is complex, but not impenetrable. With the right intelligence, strategy, and talent partner, your organisation can navigate it with confidence and clarity. Let Cedar help you stay ahead.
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