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Alison Malcolm
Alison manages key projects, leading continuous improvement initiatives and operational support. She is a systems expert, streamlining processes such as CRM efficiency, compliance procedures, and system-conrolled data.
The Finance and Accountancy function in the Central Belt is undergoing a strategic realignment. Routine tasks are rapidly being absorbed by automation and Generative AI, elevating the core value of professionals to strategic financial planning, sophisticated data analysis, and meticulous governance over new technologies.
While general salary increases remain conservative (around 3.0% to 3.5%, Allstaff’s 2026 forecast reveals significant salary acceleration for those who can marry professional qualifications (ACA, ACCA, CIMA) with AI-driven forecasting and ESG (Environmental, Social, and Governance) compliance.
For HR and Finance Leaders, compensation is no longer a cost of doing business, but a direct investment in regulatory resilience and data-driven competitive advantage.
The AI/Data Analytics Premium: Data analytics and the ability to use Generative AI solutions for budgeting and forecasting are the top skills employers are seeking. Financial professionals who can extract strategic, forward-looking narratives from complex datasets are commanding the highest premiums.
The Regulatory and ESG Specialist: The continuous complexity of compliance (e.g., ISSB standards, IFRS updates, and Scope 3 carbon tracking) means specialists in ESG Accounting and Cyber-Risk are highly compensated, often hired for their ability to manage regulatory burdens and secure sensitive financial data].
Retention vs. Office Policy: Despite the hybrid nature of the work, 90% of finance professionals would be willing to return to the office full-time for a salary increase, with 83% wanting up to a 20% uplift. For Central Belt financial firms, demanding a full-time office presence incurs a direct, quantifiable cost that must be factored into retention budgets.
Allstaff’s analysis focuses heavily on the highly competitive, high-value Financial Services sector in Edinburgh and Glasgow, which sets the premium benchmark for compensation across the Central Belt.
Contract demand is extremely high for specialists managing system migrations, year-end/audit complexity, and urgent transformation projects.
For Finance, the salary premium is paid for competencies that mitigate risk, automate workflows, and provide strategic foresight.
For finance professionals, retention is directly tied to the perceived value of their qualification and career trajectory.
Retention Target (Qualified & Strategic Roles): To successfully retain a Qualified Accountant or Finance Business Partner, recruiters should aim for a base salary that is at least 70% of the market rate’s top quartile.
Insight Behind the Figure: Finance professionals are disciplined evaluators of value. They view professional qualifications (ACA, ACCA, CIMA) as an investment. A salary below the 70% top-quartile suggests the company does not fully value the investment they made in their qualification, making them highly susceptible to offers from competitors who benchmark accurately.
The total reward package must communicate the firm’s commitment to continuous professionalism and regulatory excellence.
Professional Qualification Funding: Providing full funding and paid study leave for professional bodies (ACA, ACCA, CIMA, CFA) is a non-negotiable retention tool that signals long-term commitment. This should be budgeted at £2,000 to £5,000 per professional annually.
Structured Hybrid Model: Flexibility is now the standard, with most finance activities suitable for remote work. Offering a 3-4 day remote work week is required to compete with the broader professional services market in the Central Belt.
Visibility and Recognition: Finance professionals often work “behind the scenes.” Retention strategies must include public recognition for critical tasks like successful audits or smooth year-end closes, acknowledging their contribution beyond base salary.
Stay Interviews: Proactive “stay interviews” that explore fulfilment and frustrations (e.g., system inefficiencies) are recommended over reactive exit interviews, demonstrating a commitment to improving the working environment.
The 2026 Finance and Accountancy market demands professionals who can master AI-driven data, complex ESG requirements, and maintain regulatory resilience. With 40+ years of specialism in the Central Belt, Allstaff doesn’t just provide benchmarks; we source the strategically minded, data-fluent finance professionals who will future-proof your financial controls.
Stop Chasing Compliance. Start Hiring the Architects of Financial Resilience.
Secure an Allstaff consultation on benchmarking your Accountancy & Finance compensation against the Central Belt’s top FinTech and Professional Services firms.