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Category: Finance

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National Insurance Changes April 2025: What They Mean for You as a Job Seeker

national insurance rises
national insurance rises

The new tax year has landed, and with it comes one of the biggest changes to employer costs we’ve seen in a while. From April 2025, businesses across the UK are facing higher National Insurance (NI) contributions, a shift that could have a real impact on job seekers and employees alike.

Whether you're looking for a new role or weighing up your current package, understanding how these changes affect the job market can help you make to smarter career decisions.

NI changes at a glance

What’s Changed (as of April 2025):
  • Employer NI rate: increased from 13.8% to 15%
  • Employer NI threshold: reduced from £9,000 to £5,000
  • Goal: Raise £40 billion in tax revenue as announced in the Autumn 2024 Budget.

While employees won’t see this deducted from their payslips, it’s an additional cost that every employer is now factoring into their hiring, salaries, and workforce planning.

How employers are responding

We’re already seeing early shifts in hiring patterns, particularly in cost-sensitive industries like retail, hospitality, care, and manufacturing. Here’s how businesses are adapting:

  • Cautious salary offers: Some employers are becoming more conservative with salary offers for new roles, and we’re seeing signs of pay freezes in certain sectors.
  • Rise in contractor roles: To stay agile, businesses may opt for more freelancers, temps or contractors, who fall outside of standard employer NI requirements.
  • Shift toward benefits: Companies are strengthening benefits packages instead of increasing base salaries, offering things like private healthcare, flexible hours, and more paid leave.

What this means for you as a candidate

Even though this doesn’t impact your take-home pay directly, it does affect how roles are structured and what offers look like.

  • Salary negotiations might feel tighter: You may need to demonstrate your value even more clearly in interviews and discussions to secure competitive offers.
  • Contract roles could open new doors: Don’t rule out short-term or freelance roles - they could lead to long-term opportunities or offer flexibility during a transitional hiring period.
  • Focus on total compensation: It’s not just about salary anymore. Employers are competing for job seekers with creative benefits, so it pays to look at the full package.

Tips to stand out in a tighter market

Want to stay competitive while the market adjusts? Here’s how to boost your edge:

  • Focus your CV on impact and outcomes, not just responsibilities.
  • Highlight flexibility or additional skills that span multiple functions.
  • Upskill in areas like tech, compliance, or people management.
  • Stay open-minded about hybrid, contract, or project-based work.
  • Demonstrate commercial awareness - knowing the bigger picture counts.

How to elevate job offers in 2025

With salary budgets under pressure, it’s more important than ever to consider the whole package on offer, not just the number at the top of the contract.

Here’s what to weigh up:

  • Pension contributions: Are they generous? Is salary sacrifice available?
  • Healthcare & insurance: Does the company offer private medical, dental or life cover?
  • Flexibility: Can you work remotely or on a hybrid schedule?
  • Learning & development: Will the company invest in your skills or future progression?
  • Wellbeing & culture: What’s the team dynamic, time-off policy, and overall balance?

These extras could easily be worth thousands in real value and make a big difference to your quality of life.

What's next?

We expect to see more noticeable market changes by summer and autumn 2025, as businesses reassess headcounts, budgets, and workforce structure. Those job seekers who stay flexible and informed will be best positioned to benefit.

Need support navigating your next career move? 

As recruiters on the ground, we’re already seeing how the new NI rules are influencing salaries, job structures, and employer expectations.

Whether you’re ready for your next challenge or just want to sense-check your value in the current market, we’re here to help. SRM can you support you to:

  • Benchmark your salary expectations;
  • Optimise your CV and interview approach;
  • Explore contract, permanent, or flexible roles;
  • Understand what’s happening in your sector.
GET IN TOUCH

If you’d like help to future-proof your finance career, please contact Liz Hawkins in the first instance, on lizhawkins@srmrecruitment.com or +44(0)7508 956587

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How Auditors can transition into private equity or venture capital finance roles

financial audit
financial audit

Why move into private equity?

  • Dynamism & high-calibre staff: Private equity (PE) has a high barrier to entry, meaning you will have the opportunity to learn from some of the most impressive accountants and non-finance staff in the industry.
  • Higher earning potential: PE often offers more lucrative compensation, including performance-based incentives like carried interest as you progress.
  • Career growth opportunities: The skills and connections you build in PE can open doors into numerous roles across financial services and alternatives, leadership positions in commerce businesses and even non-finance roles in PE, such as Portfolio Management or Investor Relations.

What roles are available for your first move into private equity?

  • Fund Accounting
  • Corporate Accounting
  • FP&A
  • Portfolio Monitoring

Which audit teams are attractive to PE firms?

  • PE & VC audit: Auditing firms within the PE industry, meaning you’ll have highly relevant exposure to PE fund structures and Valuations.
  • Asset & wealth management audit: Auditing across asset classes with similar fund structures and involvement in asset valuations.
  • Banking and capital markets audit: Auditing banks and fintech companies.
  • If you're interested in PE but currently sit outside of these areas, consider internal moves within your firm or external moves to advisory or audit firms with relevant teams.

How to upskill and develop your knowledge base?

  • Excel & financial modelling: PE firms highly value Excel and financial modelling skills. They often appreciate candidates who have pursued additional learning outside of audit.
  • Valuation techniques: Learn methods like Discounted Cash Flow (DCF).
  • Sector knowledge: Develop a strong understanding of PE, including fund structures (e.g., Jersey, Lux, Cayman), investment strategies, sources of capital, and key industry trends.

Preparing for interviews and case studies

  • Case studies: These vary by role. Some focus on technical or fund accounting understanding, while others emphasise modelling. Be ready for questions on both.
  • Interviews: Expect 2-3 rounds with various interviewers, including non-finance stakeholders. Be prepared to discuss not only technical accounting issues but also your understanding of the wider PE industry.
  • Know "why" the firm interests you: Do thorough research on the firm’s investment strategies, portfolio companies, and recent news. Be specific in articulating why you're interested in them.

How to Present Yourself to PE Firms?

  • Be confident: PE firms need to see that you can handle a high-pressure environment and communicate directly and efficiently.
  • Be humble: Avoid exaggerating your achievements. PE firms value authenticity over large egos.
  • Be smart: Adhere to a smart dress code - aim to look as polished as possible for interviews.
get in touch

If you’re an auditor looking to transition into private equity or venture capital finance roles, please get in touch. Contact Seb Ellis in the first instance on sebellis@srmrecruitment.com or +44 (0)7300 853160

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The Hidden Dangers of AI: A Conversation We Can’t Afford to Ignore

dangerous AI
dangerous AI

AI is no longer just the stuff of sci-fi movies - it’s shaping our reality. From transforming industries to powering everyday tools, its potential is exciting BUT is it also dangerous?

Here are some of the areas where the power and limitless possibilities with AI could, coupled with our human desire to get answers as quickly as possible, lead to hidden dangers:

Data

AI systems are only as good as the data they’re trained on. If the data is biased or wrong to begin with, then the outcomes will be too. This can lead to decisions being made or changed based on incorrect data. If companies are using AI to determine or form part of their decision-making then that data needs to be secure and correct.

Data: a recruitment-related case study

A few years ago, Amazon developed an AI hiring tool to streamline recruitment, but it was scrapped after it was found to favour male candidates. Trained on past hiring data (which was mostly male) the AI penalised CVs that signalled female involvement. This case highlights key lessons on the importance of unbiased data in AI-driven hiring:

  • Biased Data In, Biased Outcomes Out: Amazon’s AI learned from a decade of male-dominated hiring, leading it to favour men and penalise terms like "women’s".
  • AI Amplifies Human Bias: Rather than improving fairness, the AI reinforced gender disparities, proving that biased data leads to biased decisions.
  • Good Data is Essential: AI must be trained on diverse, balanced data to avoid replicating past biases. Without careful oversight, AI will perpetuate inequality.

Innovation or Intrusion?

Facial recognition, behaviour tracking, endless data analysis - AI's ability to collect and process information in a split second is unparalleled. But could this great power lead to an erosion of privacy

Automation vs Jobs

Will AI mean we are all out of a job… unlikely. The speed that automation is coming in will create opportunities in some areas, but could lead to a reduction in manpower in others, particularly in tasks that are repetitive.

Creativity

Are we poorer at maths than those before us because we grew up with a calculator to tell us the answer? AI is the ‘cheat’ to creativity that is almost impossible to resist. Will AI make humans lazy resulting in less creativity? Creativity is the cornerstone of innovation, but will we let AI be our innovators?

Regulation

As innovation races forward, regulation struggles to keep pace. From deepfakes to autonomous weapons, the risks of unchecked AI are no joke. Although the EU last year implemented a new AI act which will ban certain “unacceptable risk” AI systems, both the UK and US are wanting to remain attractive to AI investment so are offering a lighter touch more flexible approach.

So, what’s the solution?

We need to prioritise responsible innovation. Businesses, policymakers, and individuals all have a role to play in ensuring AI serves humanity, not the other way around. Transparency, accountability and collaboration are the watchwords for a future where AI empowers rather than exploits.

AI isn’t good or bad - it’s a tool, just like fire. Fire can cook your food, warm your home, and power entire cities. But, if it’s not handled responsibly or gets out of control, it can also hurt people or even burn down entire forests. AI, like fire, isn’t the enemy – it is how we utilise and control it that is key!

Get in touch

David Kingston is our Head of Technology & Transformation Recruitment. If you need help to hire or are looking for you next role in this space, please contact him on davidkingston@srmrecruitment.com

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National Careers Week: inspiring and guiding the next generation

ncw tired
ncw tired

"That was a great day Dad, but I. AM. SHATTERED!"

These were the words of my son, George (13) after spending a full day in our offices at SRM Recruitment HQ in Farringdon for National Careers Week.

National Careers Week (NCW), held annually in the UK, is a dedicated event aimed at empowering young individuals with comprehensive career guidance and resources. In 2025, NCW took place from March 3rd to 8th, offering a plethora of events, workshops, and seminars designed to illuminate various career pathways and opportunities.

This year, my son George embraced the spirit of NCW by participating in a job-shadowing experience at my workplace. His school actively encouraged students to engage with their parents' professions, providing a first-hand glimpse into the working world.

A busy but valuable day

George's day commenced with shadowing me in the office, where he observed daily operations and team dynamics. He attended three client meetings, gaining insights into professional communication and problem-solving strategies. The team welcomed him warmly, and we all enjoyed a pizza lunch together, offering George an informal setting to interact and ask questions. After the final client meeting, we headed home, with George understandably exhausted but (hopefully) enriched by the day's experiences.

The benefits of job shadowing

Job shadowing offers invaluable benefits, especially for young students. It allows them to experience a "day in the life" of a professional, helping to clarify career interests and link classroom learning to real-world applications. Such experiences can significantly boost career confidence and motivation.

George's participation not only provided him with practical insights into the working world, but also sparked meaningful conversations about his future aspirations and the diverse career paths available to him. This hands-on approach to career education exemplifies the essence of National Careers Week, bridging the gap between academic learning and the professional world.

The importance of guiding the next generation

I encourage fellow professionals to involve their children in similar experiences, fostering early career exploration and informed decision-making. National Careers Week serves as a reminder of the collective role we play in guiding the next generation towards fulfilling and informed career choices.

As for George, he finished the day buzzing but looking forward to an early night (for once)! It remains to be seen if he’ll be following his Dad into the heady heights of Tax Recruitment, but regardless I know he found it an incredibly worthwhile experience. It's so important for our youngsters to get some exposure to the working world early on to help inspire them for their future!

You can find out more about National Careers Week here: nationalcareersweek.com

You might also find this article interesting: Five reasons why job shadowing helps benefit your future career: https://bnd.nd.gov/job-shadowing/

national careers week
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Navigating a difficult employment market: actions, challenges and opportunities

finding a job
finding a job

Are you struggling to find a new role while the job market is ‘flat’? Do you feel like you’re wading through treacle?

Here's some actions that can be taken to increase your chances of success when the market is challenging.

Stay positive – the market is undoubtedly tough!

Some context; the latest “KPMG and REC UK Report on Jobs” survey published this March, concluded that we are “amidst a 28-month contraction in the job market” and “growth in starting salaries has slowed, reaching the weakest pace in four years”.

Commenting on the latest survey results, Jon Holt, Group Chief Executive and UK Senior Partner KPMG, said:

“While it is still a wait and see approach to hiring, with February data showing companies continue to hold back on recruitment, the softer decline could be an indication that expectations of further interest rate cuts and better than expected recent economic data are starting to release some of the pressures on business.

“But several headwinds to growth remain, and we should expect a Spring Statement that is fiscally constrained due to growing spending pressures and global uncertainty. Despite this uncertainty, businesses which are well capitalised will be looking for signals to support future planning and growth, and with that will come confidence to invest and create jobs.”

Clearly there is nuance to this and there are still areas and levels of the wider market that are proving to be resilient, but its fair to acknowledge that 2025 remains a challenging market for many candidates. Clearly for a CFO and a General Counsel (for example) or the most senior department head roles this is especially prevalent.

Commitment to the search:

Balancing personal commitments (we are all human after all!) with a focused job search is the largest inhibitor to being consistent in a search, so a few ideas around combating this would be:

  • Set realistic goals and SMART targets: Define what you want to achieve in your job search and set realistic timelines, that could be encapsulated around your current bonus timetable for example. What searches am I doing today? How many job applications shall I try and make today? Or, how many of my contacts in my network shall I reach out to?
  • Create a schedule: Dedicate specific times each week to job search activities, such as networking, applying for jobs, and following up with search firm/recruiters.
  • Leverage your network: Regularly connect with your professional network to uncover opportunities and gain insights (head to our website for specific advice around this).
  • Stay organised: Keep track of applications, follow-ups, and networking activities to ensure nothing falls through the cracks.

Who am I? How you position yourself:

  • Make sure you are tailoring each application: each and every hiring manager is looking for something different. A well-written job ad will highlight the most important criteria in the first few bullet points – so make sure you promote these achievements – put them at the top of your list, sell yourself and re-jig your responsibilities to reflect this.
  • Assessing how to present your proposition: don’t be afraid to ask your recruiter to run through your pitch prior to your interview – remember they have been talking to the hiring client, they should know what they are looking for and can help make sure you pitch is ‘on point’.
  • Reaching out and connecting to the line manager for the role via Linkedin, for a role you feel passionate about, carries no negative stigma in this market. Also consider people that may have a connection into the recruiting company that may be able to facilitate an introduction.
  • Another angle would be to ask someone in a professional capacity on their perceptions on your areas of strength and areas to consider. This may also help frame your thinking and how you market/position yourself.
  • The final point would be around your LinkedIn profile (check out this article more in-depth advice on this) – the importance of this as a “sales document” in many ways, but also ensure your profile is properly optimised from a keyword perspective and interacting with LinkedIn. Liking/commenting on other people’s posts will ensure your profile continues to be well optimised for search/recruitment firms and the direct hire market. Also be sure to follow companies that interest you.

Follow up is key… timing can be everything

“I never hear anything back”: frustrating as it is, both agencies and in-house talent teams are dealing with significant volumes of applications so don’t be afraid to give them a polite nudge.

  • Timing your follow up: Try to refrain from sending an email or making a call immediately after you’ve submitted your application. You are better off noting the name of the job poster, and the closing date for the role, then give your CV time to land and be assessed alongside other applicants.
  • Personalise your follow up: No “Dear Sir/Madam” or “To whom it may concern”. Send a personalised, polite and professional email, referencing the position and your relevant skills. Keep it succinct.
  • … and if you can’t work out who to talk to, then pick the phone up to the agency, or the in-house talent team and just ask.

Review/re-review your expectations

  • Most job seekers start off with a ‘golden wish list’ of criteria for their next role/challenge, whether that be location, hybrid working, job title or industry. In a sluggish and competitive job market, its definitely worth taking a step back periodically and reassessing “what is really important to me”. If you do make changes to your expectations, remember to communicate them to your network, recruiters etc.
  • Consider the Contract/Interim market – we recognise that there are candidates who may have been unfortunate to lose their role, and this doesn’t need to define you. Do speak to an interim specialist if your circumstances dictate that you can consider an temporary or interim management contract – there could be questions around IR35 and Limited Companies you may have, if this isn’t an avenue you’ve considered before.
GET IN TOUCH

If you’re a finance professional looking to make a career move and need some help, please get in touch with Paul Craggs (permanent roles) and Rob McKay (interim roles) in the first instance on: paulcraggs@srmrecruitment.com and robmckay@srmrecruitment.com

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How AI, Automations and Technology are Transforming the Future of Transactional Accounting

AI in finance
AI in finance

The field of transactional accounting is undergoing a significant level of transformation, driven by advancements in artificial intelligence (AI), automation and technology. Innovations across these areas are driving change and reshaping the way transactional accountants work, by;

  • enhancing efficiencies,
  • improving accuracy,
  • enabling strategic decision making.

These changes are also driving benefits for accountants, creating more time to focus on client management and providing strategic support to their clients.

How is the industry utilising AI and automation?

There have been vast innovations across AI and automation in recent years, with it now being a key tool in use across the industry:

  • AI powered tools use machine learning algorithms and natural learning processes in order to complete certain tasks defined by the user. These can include data entry and analytics, account reconciliation and anomaly detection, reducing the time and effort required from accountants to complete these tasks.
  • As well as completing tasks, AI powered tools can also provide predictive analytics and financial forecasting, enabling transactional accountants to identify key trends, assess risks and provide data informed recommendations to clients based on real time insights.
  • Alongside AI, the use of automation within the transactional accountancy field is transforming practices and processes. Automated accounting systems generate streamlined processes across key activities like transaction recording, financial reporting and compliance management, reducing the likelihood of human errors and ensuring consistency.
  • Automation of repetitive tasks like payroll management and invoice processing is also possible through robotic process automation (RPA). Using this type of automation allows users to provide step-by-step instructions to a “bot”, which it will continue to mimic to complete each instance of the task, saving accountants time in completing manual and repetitive tasks which can easily be automated.
  • Utilising AI powered tools and automation within transactional accountancy is a shift which can allow accountants to focus more on strategic advisory roles, freeing up crucial time for accountants to undertake more value-added activities whilst having the reassurance that key tasks will be completed consistently and accurately. AI can support accountants with insights and recommendations based on real time data and patterns, informing strategy and driving data informed decision making with colleagues and clients.

Technological Innovations in the UK

It is not only AI and automation influencing transformation across the industry, but several other technological advancements are also shaping the future of transactional accounting.

The move to Cloud computing has changed the way we work, providing access to financial data from anywhere, at any time, enabling greater collaboration and access to information when you need it. Greater security and transparency in financial transactions is provided through blockchain technologies which reduces the risk of fraud whilst allowing transparent information sharing across a business network.

The integration of big data and data analytics supports transactional accountants to derive deeper insights from financial information, identifying trends and risks to inform strategy and recommendations.

What about people?

Whilst innovations across AI, automation and technology provide opportunities for the industry to adapt how we work and support our clients, it cannot replace the human element in transactional accounting. Technology can complete routine, repetitive tasks but it can’t replace the experience, intuition and skill of transactional accountants.

Instead, technology should be used as a tool which allows accountants to focus on core activities which add value and support clients. Transactional accountants must utilise these advancements as an enabling tool when interpreting data, providing strategic advice and ensuring ethical standards are met.

Leveraging technology in the right way

Technology is only as good as the people behind it. Continuous learning, flexibility and adaptability must be embraced by transactional accountants, leveraging the advancements in technology to shape the future of transactional accountancy. Staying updated with the latest technologies, acquiring new skills and understanding how best to utilise these tools will be essential to thrive in the evolving landscape.

Get in touch

If you need help to hire or would like a chat around AI and the impact on transactional finance recruiting, please reach out to Danny Savino on dannysavino@srmrecruitment.com or call +44 (0)7375 409089. 

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The Critical Role of Cultural Fit in Hiring

Culture fit team working
Culture fit team working

Hiring the right candidate isn’t just about technical skills and experience. While a strong CV may open doors, long-term success hinges on how well a candidate aligns with your company’s culture.

Neglecting cultural fit can lead to poor retention, reduced productivity, and team conflicts. That’s why assessing cultural alignment during the hiring process is crucial.

Why Cultural Fit Matters

Company culture defines the environment, values, and workplace dynamics of an organisation. Employees who align with your culture are more engaged, productive, and likely to stay long-term.

However, cultural fit doesn’t mean hiring the same personality type. Instead, focus on “culture add” – candidates who align with your core values while bringing fresh perspectives. A diverse team that shares values but offers different viewpoints fosters innovation and growth.

For example, if your team is highly analytical, a culture add might be someone with creative problem-solving skills who challenges conventional thinking. This enhances decision-making and fosters a more dynamic work environment.

Communicating Culture Clearly

Many companies assume they prioritise cultural fit but fail to define or communicate their culture effectively. Candidates want to understand your workplace environment before accepting a role. Transparency in job descriptions, careers pages, and interviews helps attract the right talent.

Risks of Overlooking Cultural Fit

Failing to assess cultural fit can negatively impact your business. Key risks include:

  • High Turnover – Employees who struggle to integrate often leave, leading to increased recruitment and training costs.
  • Reduced Team Morale – A misaligned hire can disrupt workflows, leading to frustration and disengagement.
  • Weakened Customer Relations – Employees who don’t embody company values may struggle in client-facing roles.
  • Workplace Adaptation Issues – A poor fit may struggle with communication styles, collaboration, and expectations.

How to Assess Cultural Fit in Interviews

Hiring managers can integrate cultural fit assessments into their process with these methods:

  1. Behavioural Interview Questions

Assess how candidates have handled past situations to gauge their work style and values:

  • Teamwork: “Describe a time when you worked with a difficult colleague. How did you handle it?”
  • Values: “What are the three most important things to you in a job?”
  • Adaptability: “Tell me about a major change you faced. How did you adapt?”
  • Culture Add: “Describe a recent moment when you felt engaged and productive at work. What contributed to that?”
  1. Practical Assessments

Real-world tasks provide insight into a candidate’s problem-solving and communication style:

  • Marketing candidates – Analyse a campaign and suggest improvements. This demonstrates strategic thinking, creativity, and an understanding of audience engagement.
  • Customer service candidates – Handle a difficult client scenario. This assesses their ability to stay calm under pressure, problem-solve, and communicate effectively.
  • HR candidates – Resolve a workplace conflict. This highlights their interpersonal skills, conflict resolution abilities, and alignment with company values.
  1. Culture-Focused Interactions

Introduce candidates to team members or discuss real-life workplace scenarios. This allows you to assess how they react and whether they would thrive in your environment.

Additionally, ensure candidates have a clear picture of your company culture. Use job descriptions, interviews, and platforms like Glassdoor to communicate expectations.

  1. Temporary-to-Permanent Hiring

If feasible, hiring on a temp-to-perm basis allows for real-world assessment before making a long-term commitment.

Encouraging Open Conversations About Culture

Cultural fit isn’t just about hiring - it’s about maintaining an environment where employees feel comfortable discussing and shaping workplace culture. Regular feedback and open conversations can help strengthen team cohesion and improve retention.

Conclusion

Assessing cultural fit during hiring is an investment in long-term success. A structured approach that evaluates both technical skills and cultural alignment ensures that new hires integrate well and contribute positively. By prioritising transparency and the right screening techniques, businesses can improve retention, enhance team dynamics, and build a workforce that thrives together.

Quick Checklist for Hiring Managers

✅ Define your company’s core values and workplace culture.
✅ Communicate these values clearly in job descriptions.
✅ Use behavioural interview questions to assess cultural alignment.
✅ Incorporate real-world assessments to evaluate work style.
✅ Involve current team members in the interview process.
✅ Ensure candidates have a clear understanding of company culture before hiring.
✅ Consider temp-to-perm hiring when appropriate.

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UK Private Equity Market 2025 Outlook

London private Equity
London private Equity

As we step into 2025, the UK private equity (PE) industry finds itself at a pivotal juncture, facing significant challenges despite positive sentiments from around the industry.

Whilst comparatively a slow year, PE deal activity made a comeback in 2024, up 12% year-over-year. PE exit activity also picked up in 2024, up 24% year-over-year. Quarterly data shows a ‘V’ shape recovery in exit volumes. Despite subdued valuations, investors are prioritising liquidity for LPs, bringing a backlog of delayed exits to the market.

Despite broader challenges in the job market, we expect the private equity and asset management sectors to see a rise in recruitment activities.

Challenges to navigate:

  • Economic pressures: Persistent inflation and interest rate fluctuations continues to increase the cost of capital and complicate deal structuring.
  • Intensifying competition: The market for finance talent remains highly competitive. Private equity firms are competing not only with each other but also with investment banks, consulting firms, and tech companies for top-tier finance talent. We have also seen salaries from those leaving the big-4 rising last year, pushing staffing costs up for many firms.
  • Evolving skill requirements: We have seen the focus shift from traditional accounting to value creation - therefore finance professionals will need to demonstrate a broader skill set. This can include financial modelling, proficiency on systems, and business partnering skillsets.
  • Hybrid work models: Flexible working arrangements remain the norm across the wider job market, although we saw most of the PE sector move to 4 or 5 days back in the office in 2024. Finance professionals value the ability to balance careers with personal priorities, and the firms that offer hybrid work models will have a competitive edge in the job market.

Opportunities in the UK market:

  • Mid-market strength: The mid-market segment, traditionally a stronghold for UK PE, remains robust. Despite economic uncertainties, these companies are often agile and innovative, making them attractive targets for buy-and-build strategies.
  • Tech investment: The UK’s thriving tech ecosystem continues to attract significant PE interest, with sectors like artificial intelligence, fintech, and healthtech leading the charge. These areas are expected to drive value creation and offer lucrative exit opportunities.
  • Green investment: Environmental, social, and governance (ESG) considerations are no longer optional. Investors are increasingly prioritising sustainable and impact-driven investments, incentivised by changing government priorities and consumer behaviour.

Improving hiring market

Overall, conversations with CFOs across the market are positive with firms more willing to deploy capital and take advantage of lower valuations. As a result, things are looking up in the hiring market with more newly created roles for existing industry finance experts and new entrants from advisory firms.

As we see the market for new talent improve and increased competition for top-tier candidates, we expect that firms will have to adjust the increasingly strict barriers to entry that we saw in 2024. This may mean firms are forced to hire on potential rather than existing skillset, offer better mentorship programmes and offer increased flexibility.

Get in touch

If you’re looking to hire finance talent with the private equity space, or are seeking a new career role, we’re here to help. Contact Seb Ellis in the first instance on sebellis@srmrecruitment.com or call +44 (0)7300 853160

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How Temporary Finance Talent Can Help Organisations Stay Agile in 2025

Temporary finance project
Temporary finance project

As we stride forward into 2025, adaptability will be key to success as businesses look to navigate a rapidly evolving market.

With the acceleration of technological advancements and increasingly stringent sustainability requirements, businesses must rethink how they approach their finance staffing. One of the most effective strategies to maintain flexibility is using temporary talent.

Liz Hawkins, Business Director at SRM Recruitment, is well versed when it comes to interim/temporary staffing matters, particularly within Hertfordshire, Bedfordshire and Buckinghamshire. In this latest article, she explains why flexible finance talent is the answer for companies aiming to stay ahead in these times.

Flexibility is a Strategic Advantage

Temporary finance workers are vital in enabling organisations to stay agile and responsive. Interim/temporary staff enable businesses to address immediate workflow demands without the long-term commitment that comes with permanent hires, especially for project-based work. They are also a valuable resource during periods of change. This flexibility allows businesses to tackle key finance initiatives, such as integrating new technologies, meeting ESG obligations, or managing seasonal surges in demand. Temporary workers not only bring specialised skills, but can also offer immediate availability, helping businesses to recruit fast and remain nimble.

Driving Innovation

In an increasingly competitive landscape, speed is essential. By leveraging temporary experts, businesses can accelerate product and service development in 2025. This is particularly important in an environment driven by rapid technological change.

These professionals often bring in-depth knowledge of niche areas such as data analytics and financial operations, allowing companies to hit the ground running. Their financial expertise minimises ramp-up time, enabling projects to commence without delay. Additionally, temporary workers are often very experienced in project-based finance roles, contributing directly to technological innovation and process improvements. They also provide companies with the flexibility to trial new roles and functions while fostering internal talent growth.

The adaptability of temporary workers allows companies to reduce time-to-market, gaining a competitive edge in their sector.

Efficiency and Optimising Costs

Temporary staff are not only adaptable but also cost-effective. Bringing in temporary talent for specific finance projects allows businesses to make targeted investments, improving cost management and resource allocation. By using temporary workers for specific initiatives, companies can avoid the expense of creating full-time roles, resulting in better financial control and more efficient use of resources. Temporary workers can also be placed where their expertise is needed most, providing immediate impact without long-term hiring commitments.

Investing in Talent Potential

To attract top finance talent, organisations must align with the evolving expectations of professionals in 2025. Temporary workers are seeking opportunities for growth, therefore providing clear career development prospects is key to drawing in the best finance candidates. It's not just about previous experience, but also about recognising potential and leadership qualities. Temporary workers are keen to develop their skills and advance their careers as much as permanent employees.

Temporary finance staff offer a unique advantage

Temporary talent can offer companies a unique advantage, enabling them to stay agile and quickly capitalise on market opportunities. By strategically incorporating temporary finance workers into the workforce plan, organisations can secure specialist expertise for key projects while optimising their staffing costs. This approach will be crucial for businesses looking to lead in 2025 and beyond.

Get in Touch

If your firm is looking to get ahead in 2025 and seek to hire interim/temporary finance staff in Hertfordshire, Bedfordshire and Buckinghamshire, please contact Liz Hawkins in the first instance on lizhawkins@srmrecruitment.com or call 07508 956587.

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Tom Harrington joins SRM’s Finance recruitment team in London

Tom Harrington Finance Recruiter
Tom Harrington Finance Recruiter

We’re delighted to welcome Tom Harrington to SRM Recruitment as a Principal Consultant in our London finance recruitment team. Tom tells us a bit about himself and what prompted his move to SRM. He'll also share about the roles he’ll be working on, and his advice for hiring managers and job seekers in the current market.

Tell us a bit about yourself? 

I am a father of two, a keen sports fanatic and someone with a keen interest in politics and economics. When my two boys aren’t keeping me occupied, I like to get out for a cycle or enjoy football with friends. One of the things I enjoy the most about recruitment is having your finger on the pulse of the economy and finding out about some amazing businesses in all sorts of industries.

Tell us about your career to date? 

I have been in the finance recruitment industry for 13 years, initially working part-qualified roles, interim contract positions.  For the past 7 or 8 years i've focused on qualified mid to senior finance positions. This has typically been in investor-backed, high-growth businesses, across a range of industries but with a bit of a focus within the B2B markets such as energy, construction, tech infrastructure and professional services. 

What prompted your move to SRM?

I wanted to join a specialist boutique agency, with a presence and ability at the senior end of the job market.

What was it that appealed to you about working for SRM? 

I was really impressed with the leadership team. They all have impressive careers to date, are market experts and operate with honesty and integrity. They have also built a business with a great culture where consultants are treated as individuals and allowed to thrive.

Tell us about your remit at SRM? 

My remit is qualified finance at the mid to senior level. This includes roles from the recently qualified Management/Financial Accountant to Finance Manager, Financial Controller up to Finance Director.

What do hiring managers and job seekers like about working with you? 

I like to really listen to people so that I can better understand their situation, their backgrounds, and their pain points. That way I can give them an individual tailored service. I always try to be upfront and consultative, so that we can work together to reach their goals.

What’s your top piece of advice for hiring managers right now? 

Retain an open mind on candidates. There is a perception at the moment that the balance of power now sits with the employer and that the market is flooded with candidates. While there is some truth in that, it is still challenging (as it always is) to recruit top talent. This can sometimes result in businesses missing out on some real superstar candidates. Despite them being highly motivated to join their team, they were overlooked simply because they haven’t for example worked in the same industry or they haven’t used a specific accounting system. 

What’s your top piece of advice for candidates right now? 

My advice for candidates is to take time to prepare a well thought out CV and don't over complicate it with alternative formats. When you have a certain amount of career experience, there is a danger you just add your current role in at the top of your CV and move everything else down the page. Without re-evaluating the existing content this often results in a very long CV. So, be sure to assess the whole document and be ruthless when deciding what will help you to achieve that next step in your career.

GET IN TOUCH

Need help to hire or find your next finance role? Contact Tom on tomharrington@srmrecruitment.com or call +44 7777 156692. You can also connect with Tom on LinkedIn here