While conditions remain more cautious than the exceptionally active markets seen in 2021–2022, hiring confidence has improved steadily across the first half of the year, particularly within funds, asset management, governance, and broader risk and compliance functions.
What continues to define the market is not necessarily volume hiring, but targeted hiring. Businesses are being highly selective, with approvals focused around commercially important, operationally critical, or transformation-led positions.
At the same time, it would be difficult to ignore the broader economic and geopolitical backdrop. Ongoing market uncertainty, political change, global conflicts, and continued pressure on costs are all contributing to a more measured decision-making environment across financial services. While confidence has improved, many firms are still balancing growth ambitions with a degree of operational caution.
A More Disciplined Hiring Environment
Across the market, organisations remain cost-conscious and process-driven. However, there is greater confidence than we saw throughout much of 2024 and early 2025, particularly amongst firms that delayed hiring decisions over the last 12–18 months.
We are seeing increased movement in:
- Fund accounting and fund operations
- Finance and regulatory reporting
- Risk and compliance
- Treasury and liquidity management
- Transformation and change roles linked to automation, reporting, and operational efficiency
There is also continued demand for professionals who can operate effectively across multiple stakeholder groups, particularly individuals who combine technical capability with strong commercial awareness and communication skills.
Talent Availability Remains Tight
Despite slightly improved candidate movement compared to last year, the market at mid to senior level remains notably short of high-quality talent.
Strong candidates continue to be selective and are rarely moving solely for compensation. The most successful hiring processes are clearly articulating:
- Long-term career progression
- Quality of leadership and culture
- Hybrid working flexibility
- Exposure to strategic projects or growth
- Stability and visibility within the organisation
Counteroffers also remain a significant factor across the Dublin market, particularly where employers have delayed salary reviews or succession planning over recent years.
One notable trend through H1 has been a continued reluctance from many professionals to move into environments perceived as overly rigid around office attendance. Hybrid working expectations have largely stabilised, with approximately three days per week in-office now viewed as the most common structure across much of the financial services market, although expectations still vary depending on sector, leadership style, and company culture.
Compensation & Benefits
Salary inflation has moderated compared to the sharp increases seen post-pandemic, but competition for top talent remains strong in specialist areas.
For high-performing candidates with in-demand experience, salary increases of approximately 10–15% when changing roles are still common, particularly where firms are competing for niche skill sets or proven industry experience.
We are also seeing benefits packages come under greater scrutiny during offer processes. Pension contributions, healthcare, bonus structures, flexibility, parental leave policies, and overall work-life balance are increasingly influencing decision making alongside base salary.
Process & Hiring Strategy Matter More Than Ever
One of the clearest themes across H1 has been the importance of hiring process efficiency.
Businesses running streamlined, well-communicated interview processes continue to outperform competitors when securing top talent. Delays in feedback, excessive interview stages, or internal indecision are still regularly resulting in candidate drop-off or lost hires.
In a market where many candidates are balancing multiple conversations simultaneously, speed, clarity, and communication remain significant competitive advantages.
Looking Ahead
As we move into the second half of the year, we expect hiring activity to remain steady across Dublin financial services, although likely still measured rather than aggressive.
Businesses that are proactive around workforce planning, succession strategy, and employee retention are generally placing themselves in a stronger position than those reacting only once hiring pressure becomes urgent.
The market remains competitive for high-calibre talent, particularly across specialist and leadership functions, and we expect flexibility, culture, and long-term opportunity to continue playing a major role in hiring outcomes throughout the remainder of 2026.
- By Mark Fallon, Managing Director | Coopman Search & Selection
