After a long stretch of caution, the picture is turning. Permanent placements have finally stabilised, ending a decline that had been in place for 45 months since Liz Truss's premiership, while temporary billings rose for a fourth consecutive month REC / KPMG Report on Jobs (S&P Global). That matters for finance leaders, because it signals the end of a long slide rather than a one-off blip.
The wider market is still measured, though. The labour market is currently described as 'low hire, low fire', with weaker recruitment but only slight increases in redundancies, and vacancies have dropped below pre-pandemic levels Low Pay Commission Report 2025, GOV.UK. Early estimates for April to June 2026 suggest a decrease of 7,000 vacancies, or 0.9%, to 712,000 compared with the previous quarter ONS - Vacancies and jobs in the UK. So placements firming up is real progress against a backdrop that remains cautious.
There were 2.5 unemployed people per vacancy in March to May 2026, a ratio that has held at 2.5 since July to September 2025 ONS - Vacancies and jobs in the UK. For finance teams, that steadier ratio means more available talent per role, and a better chance of finding the right fit when you move.
Where the demand sits tells you a lot. In the financial services sector, recruitment was generally for Regulatory Qualification Framework (RQF) 6+ roles, rather than RQF 3 to 5 GOV.UK - Temporary Shortage List: Stage 2 report. In plain terms, RQF 6+ maps to degree-level and above: the qualified accountants, analysts, risk and compliance specialists and senior finance professionals that teams compete hardest for.
That demand pattern explains the dual trend in the headline data. Temporary billings climbed for a fourth consecutive month even as permanent placements stabilised REC / KPMG Report on Jobs (S&P Global). Finance teams are using temporary and contract cover to keep projects moving, while they rebuild confidence to commit to permanent hires for higher-skilled roles.
The sector picture isn't uniform. Vacancy estimates decreased in 10 of the 18 industry sectors, with the largest falls in professional, scientific and technical activities and in human health and social work activities ONS - Vacancies and jobs in the UK. Reading your own slice of the market, rather than the national average, is now the difference between a smart hiring plan and a slow one.
Start by matching the contract type to the need. With temporary billings rising for a fourth month running REC / KPMG Report on Jobs (S&P Global), short-term cover is a sensible way to handle year-end, audits or a system migration, while permanent hires suit the qualified, regulated roles you want to keep.
Second, move at the pace the data allows. A steadier two-and-a-half unemployed people per vacancy ONS - Vacancies and jobs in the UK means strong applicants are available, but the best RQF 6+ professionals GOV.UK - Temporary Shortage List: Stage 2 report still move quickly. Define the role tightly, agree your must-have qualifications, and keep your interview process short so good people don't drift elsewhere.
Third, plan ahead rather than react. Placements have only just stabilised after 45 months of decline REC / KPMG Report on Jobs (S&P Global), so the teams that build a pipeline now will be the ones ready when demand firms up further.
This is where we fit. We search a database of 15 million candidates to surface finance professionals matched to your role, so you can act on a firming market without slowing down. Our recruitment agent manages recruitment end to end for 8% on a successful hire, with no monthly fee and no upfront cost. If you're planning your next finance hire, start a role with Reed.ai today and see your shortlist.
