The Panel
salary guide 2026

CREATING EXCEPTIONAL FUTURES

The Panel is a recruitment consultancy based in Dublin, specialising in placing professional talent in Executive, Accountancy & Tax, Aircraft Leasing, Banking, Treasury & Insurance, ESG & Sustainability, Funds & Investment Management, Fintech, HR & Business Support, Technology & Transformation, and Legal & Company Secretarial.

Our specialist ethos was in our DNA from our start in 1987, when our founder, Brendan Burgess, established ‘The Accountants Panel’. The IFSC Panel was then set up to meet the growing needs of the Financial Services Centre, followed by The Legal Panel and The IT Panel.

When Anne Keys and Paul McArdle took over as Joint Managing Partners in 2010, they rebranded the business as ‘The Panel’, encompassing all the various specialisations from financial to HR, serving all sectors and sizes, from start-ups to multinationals. The company remains wholly Irish-owned and managed.

Consultants at The Panel take pride in our reputation for finding the right roles for our candidates and for matching the ideal candidates for hard-to-fill positions. Whether you are a candidate or a client, we take time to get to know you, to understand your individual requirements, objectives and ambitions.

We are not just a professional service; we are a personal service, developing greater futures for individuals and businesses through relationships.

At The Panel we are one big CLAN. We are proud that our CLAN consists of colleagues from six different countries across the globe. The Panel is a truly multicultural and diverse business and we will continue to embrace new CLAN members from around the world.

In 2025, we were operating in a candidate-empowered market. Conditions were shaped by high demand, low candidate supply, and an unprecedented focus on flexibility and personal working arrangements. As we enter 2026, market conditions have shifted toward a more balanced environment. What we are experiencing now is an oversupply of candidates in some areas and a lack of quality candidates with “in-demand” skills in other areas.

There is a swing towards a client-led environment – one where employers are setting up more of the terms, and candidates are being asked to adapt accordingly.

The findings of our bi-annual Candidate Sentiment Surveys support this. Over half of all respondents now believe the market is more employer-driven, rising sharply from 44% to 55% – a 25% year-on-year jump. This tallies with what we are finding in The Panel, clients are getting more prescriptive in their requirements, and candidates are having to adapt.

A return to the office – and a widening disconnect:

Across our client base, there is a noticeable firming up of Return-to-Office (RTO) policies. More employers are insisting on three days in the office as standard, and in some cases, four or five days. This movement is also reflected in our survey data, with a significant increase in candidates reporting higher office attendance than last year.

However, the clients’ appetite for RTO is not matched on the candidate side. Many candidates are shunning roles that require RTO five days a week, and roles that require five days on-site are the hardest to fill. This disconnect is now one of the defining tensions of the job market.

Multinationals: going directly to market, but partnering on ‘hard-to-fill’ roles:

We are seeing more multinational companies exploring direct-to-market recruitment, particularly for high-volume, entry-level roles. However, for highly specialised or strategic appointments, these organisations continue to partner with The Panel – where our networks, insights, and market knowledge help us secure the “hard-to-find” talent.

Indigenous businesses accelerating hiring – and scaling:

While multinational recruitment has softened, Irish-owned businesses are aggressively scaling, often with private equity involvement. Demand for C-suite leadership in these organisations has increased significantly, driven by ambition, investment, and a desire for experienced operators.

AI-first hiring strategies:

A growing trend among multinationals and scaling domestic firms is the adoption of an “AI-first, human-second” hiring approach. Companies now assess the automation potential of a role before approving a headcount request.

This shift is mirrored in candidate behaviour, with a significant proportion reporting that they are adapting to ‘working smarter’ due to AI and workload optimisation. Automated systems are replacing entry-level roles that traditionally required foundational skills, increasing the importance of internships and structured graduate programmes. Within our accounting and finance practice, we are already seeing a marked decline in the recruitment of transactional roles such as accounts payable and accounts receivable, as many of these processes are now automated.

Salary trends in 2025:

After several years of accelerated salary inflation, pay levels have stabilised in industry. Increases are now predominantly in the single-digit percentage range.
However, in the Financial Services sector firms continue to pay 10% – 25% increases on basic salaries to secure candidates with “hot” skills and experience. These include Compliance, Risk, ETF, Private Equity, Digital, Data Analytics, Security, Cloud, and Legal expertise.

Candidates increasingly recognise the market shift, with many prioritising working arrangements over salary growth – Candidate Sentiment Survey – Part 1 and Candidate Sentiment Survey – Part 2.

Direct hiring model – some emerging trends:

In 2025, with the growing push for direct hiring, we saw an increase in clients attempting to source talent themselves. While this approach can produce some successful hires, an interesting trend has emerged: a notable number of assignments The Panel has secured came from clients who became frustrated with the limitations of the direct-hiring model and ultimately asked us to take over the search.

In one such assignment, the client had contacted more than 50 candidates but still struggled to identify the right fit. They needed local market expertise and knowledge – not just to find someone with the right skills, but someone with the drive, energy, and cultural alignment necessary to excel in a European role. By stepping in, The Panel was able to quickly narrow the field and deliver the candidate they genuinely needed.

Over the past 12 months, we have started to receive more feedback concerning the ‘direct applicant’ journey, that is, candidates applying to positions advertised by companies on various job boards. A growing number of candidates are reporting a lack of follow-up after their direct application or interview. This ‘ghosting’ or lapse in communication can have a negative effect on the overall candidate experience.

We work with senior candidates who are used to a more consistent style of engagement and who find the impersonal, low-touch nature of standard job board applications frustrating. In our experience, failure to maintain communication with this group carries the risk of disengaging highly valuable talent.

Delivering consistent follow-up, comprehensive feedback, and management of the interview process is key to building a strong employer brand. Ultimately, while direct hiring has some short-term cost benefits, engaging a trusted recruitment partner is the single best way to ensure the long-term success of your talent strategy.

2026 & beyond – Executive hiring & AI:

While AI plays an increasingly important role in hiring, the human element remains indispensable – especially when identifying and securing senior and executive talent. Assessing leadership presence, emotional intelligence, cultural fit, and the subtle nuances of motivation and ambition requires experienced human judgment. These qualities simply can’t be captured through algorithms alone. The ability to read people, build trust, challenge assumptions, and understand the complexities of organisational dynamics is what ultimately ensures a successful executive appointment.

Overview

After a slow start in 2025, momentum continued to build steadily in the finance recruitment market, and we at The Panel saw a higher demand in Q3 and Q4. Confidence returned, pipelines turned active again, and paused hiring decisions moved forward.

Irish companies remained in robust health and recruited across all levels of finance. From newly qualified accountants through to senior finance leaders, demand was broad-based, particularly in the area of commercially focused roles that support growth, transformation, and decision-making. Many of The Panel’s clients had ambitious expansion plans, and this was most evident at the CFO and Finance Director level, where we increasingly saw Long-Term Incentive Plans (LTIPs) form part of overall remuneration packages.

The multinational picture was more mixed. Some organisations continued to hire directly, while others pulled back on headcount or became more selective, often favouring highly specialised skill sets. There was also a clear push towards return-to-office (RTO) policies, predominantly among multinationals, especially U.S.-owned businesses. Some domestic businesses followed suit, but to a lesser extent. While some finance professionals remained resistant, we noticed a growing cohort accepting hybrid and increased on-site attendance as the market normalised.

Salaries, meanwhile, stabilised. The sharp increases of recent years were eased, with most uplifts broadly tracking inflation. At the same time, demand for transactional accounting roles such as AP, AR, and payroll softened as more clients invested in automation and systems-led efficiencies.

One of the most positive trends we observed was the growth in roles of real substance outside Dublin. 2025 was our busiest year, placing finance professionals outside Dublin, with candidates balancing smaller salary packages with working locally and avoiding long commutes. This is a trend we expect to see grow in 2026.

Overview

Ireland in 2025 continued to strengthen its position as a global technology hub, hosting major multinationals and displaying a vibrant start-up ecosystem. Last year, the sector saw renewed growth driven by foreign direct investment (FDI), large-scale digital transformation, and rapid adoption of emerging technologies. The IT services market was projected to have reached US$4.43 billion, with a CAGR of 3.85% through 2030. Despite strong momentum, talent shortages and compliance pressures remain key challenges.

Artificial Intelligence (AI)

AI adoption accelerated in 2025, with Irish enterprises deploying machine learning for predictive analytics, automation, and customer experience. Generative AI tools are now mainstream in software development and HR processes. Demand for AI engineers and data scientists is forecasted to grow by 12-15% in 2026.

Cloud Computing

Hybrid and multi-cloud strategies dominated the Irish IT roadmaps. Irish firms invested heavily in cloud-native applications, DevOps, and containerisation to enhance scalability and resilience. Cloud roles – particularly in architecture and security – are expected to grow by 8-10% in 2026.

Cybersecurity

With NIS2 and DORA regulations taking effect, cybersecurity was a critical focus. Organisations prioritising zero-trust architectures and AI-driven threat detection. Demand for cybersecurity professionals is projected to rise by 15% in 2026.

Emerging Technologies

Blockchain adoption in finance and supply chain accelerated in 2025, alongside IoT-driven automation in manufacturing and healthcare. Extended Reality (XR) applications in training and retail gained traction, supported by 5G rollout. Quantum computing research remains early-stage but was, and is, attracting investment through academic-industry partnerships.

Outlook for 2026

Ireland enters 2026 as an innovation-led tech hub, balancing rapid growth with regulatory compliance and talent development. Strategic priorities include AI integration, cloud optimisation, robust cybersecurity frameworks, and scaling emerging technologies for competitive advantage.

Overview

2025 was a year of further consolidation in the legal market with high-profile mergers like Byrne Wallace Shields (ByrneWallace and LK Shields), Fieldfisher’s merger with Regan Wall and most recently OBH Partners and BHSM LLP. In addition, Eversheds Sutherland formally launched their new operation in September this year.

Recruitment in the firms remained active across partner and associate hire, particularly for high-value, high-growth practice areas such as M&A, investment funds, banking & finance (DCM, aviation), commercial technology, privacy and financial regulation.

The greatest demand was for solicitors with 3-6 years’ post-qualification experience (PQE). This ongoing shortage is driven by the consistent trend of this experienced cohort moving to in-house opportunities, creating vacancies within private practice. A newer, notable trend is that this shift to in-house roles is now starting at an even lower PQE level, sometimes 1-2 years.

Despite broader market challenges in 2025, the in-house legal market remained resilient. The Panel managed some key senior hires in leasing, engineering, technology, as well as in fintech, investment funds and AI focussed businesses. We also saw some newly created roles due to business growth in specialist areas such as Employment Law, Financial Regulation and Privacy.

With the increasing prevalence of AI, both law firms and in-house teams are increasingly looking for their lawyers and support teams to be tech-fluent and agile so that they can optimise legal-tech systems and pivot where necessary in this fast-changing landscape.

Salaries seemed to stabilise somewhat in 2025, with this trend likely to continue in 2026.

Finally, hybrid working and flexibility continue to be a top priority for lawyers. Very few individuals are seeking fully remote positions, and the availability of such roles remains limited.

Overview

The key drivers of salary increases tend to be inflation, employer demand, and the availability of suitable staff. In 2025, inflation averaged 1.5% to 2%, employer demand was muted, and the availability of staff increased by a small amount. The net effect of these 3 factors was a modest, low single-digit increase in salaries across the board. The exceptions to this were some specialist skills where demand remains high, yet the production line of suitably skilled candidates remains low, namely within Data, Machine Learning, AI, and compliance. As things stand, we would expect a similar outcome in 2026.

In general, in 2025, and as was the case in 2024, hiring within both domestic and international banks in Ireland was broadly static, with the focus on backfilling where required as opposed to expansion. A small number of international financial services did expand their operations in Ireland, but they were the exception rather than the rule.

On the corporate treasury side, there were several senior vacancies across the year with strong competition for these roles as Ireland now has a rich seam of talent in this area. The junior treasury market was similarly very buoyant in 2025, with strong demand from treasuries for experienced Treasury Analysts, Senior Treasury Analysts, and Managers.

Banking & Treasury

Our Banking and Treasury division caters to roles within banking, corporate treasury, wealth management, and insurance with some of Ireland’s leading organisations.

Roles include Corporate Treasurer, Treasurer, Treasury Analyst, Risk, Compliance, Quant, Trading, Front Office, Middle Office, Back Office, Data, Financial Advisor, Wealth Management, and Investment Banking.

Overview

Hiring in Ireland’s fintech sector in 2025 remained steady, with firms prioritising candidates who could deliver immediate commercial and regulatory impact. Demand was strongest for professionals with experience in payments, digital assets, lending platforms, and regulatory technology, particularly those with prior exposure to regulated environments and in PCF-approved roles.

There was continued hiring for finance, risk, compliance, and product-focused roles as fintechs scaled operations, prepared for regulatory scrutiny, or moved toward profitability. Candidates with a blend of technical capability, regulatory knowledge, and stakeholder management skills were most sought after. While overall headcount growth was more measured than in previous years, competition for high-calibre, experienced talent remained strong, especially among fintechs with international growth ambitions or institutional backing.

Looking ahead to 2026, The Panel expects fintech hiring in Ireland to become increasingly driven by regulation, licence readiness, and operational maturity. A key theme will be firms either applying for or operating under VASP and CASP licences as the regulatory framework for digital assets continues to bed in under MiCA.

Overview

The Panel’s HR, Talent and Business Support practice experienced a solid year in 2025. We successfully filled key positions for our clients, including Chief People Officer, HR Manager, Senior HR Business Partner, HR Generalist, HR Administration, Executive Assistant and Personal Assistant to Executive Team and Office Managers, among others.

There was a consistent flow across administrative, office-management and business support roles, with salaries for some of these areas increasing, although that was very much sector-specific.

The current market prioritises professionals who are adaptable, tech- savvy, can navigate changing regulations and flexible working trends.

The Panel offers top talent in all areas of HR, Talent and Business Support to organisations in all sectors and at all levels.

Trends for 2026

• Artificial Intelligence (AI) will be used to handle routine HR tasks, which will give teams more time for planning, development, and employee support.
• Flexibility and hybrid work models continue to remain a key attraction and retention tool.
• Continuous learning will stay high on the agenda, with particular attention on digital and data capability.
• There will be increased compliance requirements as pay-transparency legislation takes effect, driving clearer reporting and stronger internal governance.
• Overall, HR functions will continue shifting towards more adaptive, skills-centred approaches that support a wide range of employee needs and organisational priorities.

Overview

A large share of employment in Ireland – estimated at roughly three-quarters of all roles – now requires some level of sustainability or ESG competence, spanning industries such as manufacturing, construction, and professional services.

Demand is strongest across several ESG areas:

• Reporting and compliance: Employers are seeking candidates familiar with widely used sustainability frameworks and reporting standards
• Strategy and integration: Organisations are embedding ESG considerations across multiple business functions rather than maintaining separate teams
• Sustainable finance and investment: Growth continues in financial services roles linked to responsible investment and sustainable finance

Salary data indicate a broad range for ESG and sustainability positions, with mid-level roles typically in the €60,000–€90,000 range and senior leadership positions often exceeding €150,000.

Common challenges in the market include:

• Shortages of suitably skilled candidates in ESG and sustainability disciplines
• A need for professionals from adjacent areas, such as finance, audit, or engineering, to upskill when transitioning into these roles

Overview

Talent competition is strong in the aircraft leasing sector, so very similar to industries like fintech, green finance, and data analytics, targeting similar skill sets.

Organisations are increasingly adopting hybrid or remote working for functions such as analytics, legal, and finance.

We have found that sustainability is becoming central to business strategy, creating demand for ESG reporting, green financing, and operational transition expertise.

Digital transformation is driving roles in analytics, forecasting, predictive modelling, and systems integration, while cybersecurity and data governance are gaining importance.

The Panel maintains a strong presence within this dynamic sector of the market.

We are deeply engaged with leading organisations and key decision-makers, ensuring we remain at the forefront of industry developments.

We recruit across a broad spectrum of roles, including:

Director, SVP, VP, Associate, Manager for FP&A, Finance, Financial Reporting, Project Managers, Data Analysts, Tax, Treasury, Legal, Credit, HR and support roles.