From my experience working closely with clients in the leisure and hospitality sector, 2025 is already shaping up to be a very different year for finance recruitment. Costs are rising, the labour market is shifting, and digital skills are quickly moving from “nice to have” to “must-have.” Here’s what I’ve been seeing in the market and what I think it means for both employers and finance professionals.
Let’s start with the obvious pressure point - costs. Employers are facing increased National Insurance contributions (going up from 13.8% to 15% this April), higher minimum wage commitments, and rising business rates. From my conversations with clients, I can tell that these increases are making leaders think twice before adding headcount.
Instead of broad hiring, I’ve seen recruitment become far more strategic. Employers are only making hires that are absolutely critical for resilience and day-to-day operations.
One thing I’ve noticed more and more when speaking with finance professionals is that salary on its own just isn’t enough to secure top talent. A recent study of London-based finance candidates really backs this up:
I’ve seen this first-hand, too. Candidates often ask about culture, flexibility, and progression before they even talk about money. That said, something interesting has been happening this year: several of my clients have started asking employees to come into the office more days a week. It’s definitely creating a bit of tension with candidates who still see flexibility as a priority.
The wider labour market is still more challenged, and we’re seeing it play out in finance recruitment for hospitality. Average salaries have dipped by about 3%, which is the lowest since December 2021, and permanent vacancies are down, especially in hospitality, retail, and catering, but there are still jobs out there.
From my perspective, this means employers now have more candidates to choose from. But here’s the flip side: because there are fewer roles available, candidates are feeling the pinch, and competition has increased. I always remind employers, though don’t drag your feet. Even in a tougher market, the best candidates move quickly, and if you don’t, you risk missing out.
One of the biggest shifts I’ve seen is around technology. Finance teams across leisure and hospitality are leaning hard into digitisation—whether it’s automating accounts, speeding up reconciliation, or using AI-assisted forecasting.
What employers now really want are finance professionals who can confidently use ERPs and BI tools, automate tasks, and, most importantly, sense-check what AI is spitting out. From my experience, candidates who bring strong digital skills are standing out in every hiring conversation.
So, where does this leave us? From my experience, here’s how 2025 looks for finance recruitment in leisure and hospitality:
The bottom line? Hiring has become less about volume and more about impact. Employers are targeting commercially minded finance professionals who can manage tight margins, embrace transformation, and add real resilience. And for finance professionals, my advice is simple: highlight your adaptability, digital skill set, and appetite for growth, because that’s what will set you apart in 2025 and beyond.
Jamie Cocklin
E : jamie.cocklin@goodmanmasson.com
T : 020 7019 8884
From my experience working closely with clients in the leisure and hospitality sector, 2025 is already shaping up to be a very different year for finance recruitment.
