The Financial Services sector continues to adapt to regulatory change, digital transformation and evolving customer expectations. This 2026 Salary Guide benchmarks market activity from 2025, outlining in-demand financial services skills, current salary ranges and how employers are competing to attract and retain experienced professionals across Ireland.

Financial Services Job Market Outlook 2026: Skills in Demand and Salary Insights

Salary Stabilisation with Key Exceptions

Salary trends across Financial Services are expected to remain steady through 2026. However, strong candidates open to new opportunities are successfully securing uplifts of 10-15% on base salary, dependent on the wider benefits package. We are also seeing a notable increase in salary expectations for C-Suite and 'Head of' roles, particularly those requiring a PCF (Pre-Approval Controlled Function) title, driven by new entrants competing for senior leadership. Despite these exceptions, the overall trend is one of stability, as many companies are looking to hire candidates who can grow into a role rather than hiring at the top end of their budgets.

Acute Demand for Risk and Compliance

The continuously evolving regulatory landscape is creating a significant shortage of skilled professionals, particularly in Compliance and Risk Management. This is most prevalent at the mid-to-senior level, where companies are competing for experienced talent with prior exposure to Central Bank guidelines and new regulations. This demand is especially high in the growing Fintech and Payments markets, which require senior-level candidates to take up regulated roles, interact with regulatory bodies, and help bed in operating models as firms move from a start-up phase to a more established footing.

The Rise of Data and AI Skills

Financial services institutions are increasingly seeking professionals across all teams—from operations to strategy—who have exposure to data analytics and artificial intelligence. This is no longer a niche requirement. The push is to embed these skills throughout the business to enhance decision-making, automate processes, and derive deeper customer insights. Candidates who can blend traditional financial acumen with data and AI proficiency will be at a distinct advantage.

The Hybrid Model Diverges

2026 will see a continuing shift in remote work policies, but with a clear divergence in the market. Many large, traditional financial services firms are following their international headquarters by making their in-office policies more stringent, with a three-day office week becoming the norm. In sharp contrast, many new entrants and Fintech companies are actively promoting more flexible and hybrid arrangements. They are using this flexibility as a key tool to attract and retain top talent who may be pushed back to the office by more traditional firms.

Shifting Talent Mobility and Niche Growth

The talent market is in flux. While some junior talent has been moving away from Ireland, we are observing a counter-trend of highly skilled senior candidates relocating back to Ireland after gaining experience abroad. For these professionals, Ireland remains a highly desired location where they can gain wider market exposure compared to more congested hubs. Alongside this, we are seeing a new impetus around ESG and Sustainable Finance, areas which are now moving to the forefront of company agendas. We also anticipate continued growth in niche areas, such as Front Office trading functions, which are being built out by several institutions.