As a specialist finance recruitment consultancy, the Headstar team are in constant conversation with finance leaders, hiring managers and candidates across Yorkshire. That gives us a real-time view of where confidence sits, how hiring decisions are being made and how the market is evolving.
Following a positive start to the year, Q2 presents a more mixed picture. Activity remains, but there are early signs of caution returning. Global uncertainty and a more challenging UK economic outlook are starting to influence thinking, particularly at a senior level. Below, we share what we’re seeing across executive and senior finance, interim leadership and the transactional market.
Executive and Senior Finance – Activity Remains, with Growing Caution
Q1 delivered largely what we expected in terms of optimism and positivity following the 2025 Budget and the usual post-Christmas reset. Many businesses entered 2026 ready to execute on their plans. This drove an increase in hiring activity at CFO and Finance Director level, particularly across privately owned and private equity-backed businesses.
From a private equity perspective, there’s been more going on, with a consistent level of demand for senior finance leadership through the early part of the year.
Heading into Q2, however, the mood feels slightly different, largely due to the ongoing conflict between the Middle East and the US. Global uncertainty has crept back in, and whilst it hasn’t yet had a direct impact on hiring activity, it would be optimistic to assume it won’t if conditions persist. Alongside this, the UK outlook of slower growth, continued inflationary pressure and uncertainty around interest rates is beginning to shape decision making, particularly in more cost-sensitive sectors.
That said, activity remains at a good level for executive and senior finance roles. Businesses are still hiring where there is a clear need around growth, transformation or navigating complexity.
There’s still cautious optimism for Q2, but a lot depends on how wider global events play out. For now, it’s a case of continuing as planned and being open to adapt as needed.
Interim Finance – More Selective, but Still Highly Relevant
The senior interim and fractional FD/CFO market is still active, but it is definitely more cautious than in previous years. Businesses are hiring, but more selectively, with a clear focus on outcomes. We are seeing demand centred around cash management, cost control and delivery-focused roles.
There continues to be work across transformation and cover assignments, and the fractional market is still growing. However, processes are often slower, competition between candidates is higher and clients have more choice. Strong candidates are still securing good roles, but it can take longer and requires greater visibility in the market.
Importantly, the underlying need for experienced finance leadership hasn’t changed. In uncertain conditions, interim remains a key option for businesses that need to stabilise, fix issues or move quickly. Markets like this tend to favour the strongest operators – those who can demonstrate credibility, commercial awareness and impact early in an assignment. So, while it’s currently a tougher market for candidates, it’s also one where the right people can still do very well.
Transactional Finance – Active Candidates, Slower Decisions
At the transactional level, there is a high volume of candidates in the market, with salary expectations sitting within a relatively tight band, typically between £28,000 and £34,000. The rise in minimum wage has had a knock-on effect across the wider salary structure, contributing to this compression.
We are also seeing a notable number of candidates entering the market following voluntary redundancies, with many using it as an opportunity to move on from roles that had become stagnant.
Demand for specific systems experience has increased, particularly within the temporary market, driven by a continued wave of new system implementations across organisations.
However, hiring activity itself is more measured. Many businesses are exploring the market but not moving quickly, often looking to absorb workloads internally before committing to recruitment. Cost pressures, including wage increases, are clearly influencing these decisions, with hiring only progressing where there is a clear and immediate need.
Looking Ahead in 2026
The overall picture for Q2 is one of steady activity, but with a growing layer of caution. Hiring hasn’t dropped off, but decision making is becoming more considered, particularly as businesses assess the wider economic and geopolitical landscape.
For employers, clarity and decisiveness will continue to be important in securing the right talent. For candidates, the market still offers opportunity, but with greater competition and the need to stand out.
If you are looking to strengthen your finance team, explore interim support or sense-check your hiring plans, the Headstar team are always happy to share what we’re seeing in the market.
Get in touch with the Headstar team
Executive and Senior: Karandeep Sohel, karandeep.sohel@headstar.co.uk
Interim and Transformation: Karen Pitchforth, karen.pitchforth@headstar.co.uk
Transactional: Rachel Porteous, rachel.porterous@headstar.co.uk
General Enquiries: info@headstar.co.uk
