The Panel
salary guide 2025

Recruiting for executive, C-suite, and non-executive directors (iNED) is a key component of our talent search, with clients working with us on both an exclusive and a retained basis.

Our Partners and senior team members are all well-versed in finding and placing senior staff members across a wide variety of industries, both nationally and internationally.

Roles include: CEO, CTO, COO, CFO, MD, iNED, Director, Manager, Partner, and Head.

Consultants: Anne Keys, Paul McArdle, Alan Bluett, Sarah Kelly, and Fergal Keys.

The Accountancy & Tax division focusses on accounting, finance, and tax jobs in Ireland at all levels of an organisation.

Roles include: CFOs, Finance Directors, Group Financial Controllers, Financial Services—Internal Audit,  Financial Reporting, Financial Analysts, NQ Accountants, NQ Financial Accountants, Management Accountants, Tax Accountants, and accounts staff, such as Payroll, Accounts Payable, Accounts Receivable, Credit Control and general accounts staff.

Consultants: Paul McArdle, Andrew Ganly, and Olivia Wallace.

Led by our colleague Darina Heavey, we have a dedicated desk within this booming aircraft leasing sector.

Roles include: Aircraft Leasing, Director, SVP, VP, Head, Associate, Manager, FP&A, Finance, Financial Reporting, Accountant, Insurance, Leasing, Analyst, Tax, Treasury, Legal, Credit and many more.

Consultant: Darina Heavey

We have a dedicated desk within this exponential part of the job market. Darina is not only highly networked on the scene, but highly knowledgeable when it comes to the rising requirement for organisations to fill roles of this nature.

Roles include: Directors, Associate Directors, Consultants, Managers, Officers, Executives.

Sustainability/ESG – Head, Advisor, Coordinator, Officer, Reporting Manager.

Consultant: Darina Heavey

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

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

Consultant: Alan Bluett

Resourcing: Farah Daoub

Our Funds, Investment Management & Fintech division handles jobs in Ireland at all levels of an organisation.

Roles include: Executive, Leadership ManCo, PCF-1/8/11//12/14/39A—F/42, Fund Administration, Investment, Compliance, Risk, Analyst, AML, Data, Fund Accounting, Transfer Agency, Depositary,  Middle Office, Custody, Client Relationship Management, Financial Reporting, Fintech and iNEDs.

Consultants: Anne Keys, Liam Murphy, and Conor O’Reilly.

Resourcing: Farah Daoub

Placing top talent in Fintech organisations of all sizes, blending finance and technology, including product management, software development, data analysis, cybersecurity, and business development.

Our Technology, Transformation & Emerging Tech practice is one of our busiest divisions, catering for a variety of companies, both global and indigenous, as well as small to medium-sized companies. Our team works with both permanent and contract roles.

Roles include:

Financial Services – Banking, Capital Markets, Insurance, Treasury, Aviation Leasing, Fintech/RegTech/Payments and Funds, Asset and Investment Management.

Industry – Technology, Pharma, Sport, Professional Services, FMCG, Software, Distribution, Healthcare, Press, Facilities Engineering Management and Construction.

Specialities:

• Executive Market
• Business Transformation – Project Management, Business Analytics, Digital Transformation
• Data Science – Data Governance, Data Analytics, Business Intelligence
• Product Development, Software Development and Design
• Testing – QA, UAT
• DevOps, Cloud Engineering
• IT Security – Compliance, IT Audit
• Infrastructure / Hosting – Service Delivery, Operations, IT Support
• Network Engineering
• Security & Emerging Tech

Consultant: Fergal Keys

Resourcing: Ildiko Kiss and Laura Schmitman

Offering top talent in all areas of HR and business support to organisations across all sectors.

Roles include: HR Director, HR Manager, HR Generalist, HR Business Partner, Head of HR, HR Resourcer, HR Administrator, Office Administrator, Office Manager, Office Coordinator, Recruiter, Executive/Personal.

Consultant: Ailbhe Mullen

The Legal practice at The Panel is one of Ireland’s longest-established specialist Legal recruiters. Our consultants are highly networked and extremely knowledgeable, offering candidates & clients extensive insight into the Legal recruitment market.

Clients include top and mid-tier (domestic and international) law firms, multinational companies, large indigenous organisations, as well as SMEs in sectors including: ESG, asset management, banking, insurance, technology, fintech, telecoms, energy, retail, aviation, pharmaceutical and professional services.

Roles include: Partners + Associates, General Counsel, Commercial Lawyers, Legal Directors, Senior Legal Counsel, Employment  Lawyers,   Construction Lawyers, and Company Secretarial professionals.

Consultant: Sarah Kelly

Review of 2024

ManCo

Executive hiring in the ManCo space was more balanced in 2024, with fewer CEO roles available, as most firms seeking to establish a presence in Ireland have already set up operations and appointed their CEOs or Country Heads. At the C-suite level, most hiring throughout 2024 was focused on governance and finance positions—either replacing Heads of Compliance,  Head of Risk and/or Head of Finance or bringing in more experienced professionals to support firms through their next phase of growth.

The DORA deadline of 17th January 2025 saw hiring in the Operational Risk area increase significantly as firms looked to add bench strength in this area and ensure expertise internally to meet the needs of the DORA regulation, driving demand for professionals with experience in digital operational resilience, risk management frameworks, and compliance with the new regulatory standards.

Many firms have transitioned from startup mode to business-as-usual operations, with a stronger focus on positioning Ireland as a profit centre and a key value-added hub for the group. CEOs spent much of 2024 advocating for Ireland within their organisations, securing internal business to be based here, and reinforcing the strategic importance of their Irish entities.

Key areas of focus for growth included private equity finance, governance, IT governance, client services/investor relations, and cybersecurity. Some firms are now replacing UK-based roles with positions in Ireland, not necessarily increasing headcount, but leveraging the opportunity to strengthen their teams and meet the substance requirements set by the Central Bank of Ireland.

In 2024, we saw a small but notable number of independently owned UK managers establish operations in Ireland and successfully obtain regulatory license approval from the Central Bank of Ireland within the specified timeframe.

Payments, e-money, Fintech & Cryptocurrency

The payments, e-money, fintech, and cryptocurrency sectors in Ireland have experienced significant growth in recent years, driven by the country’s favorable regulatory environment, strong talent pool, and increasing demand for innovative financial solutions. Ireland’s strategic position within the EU, coupled with its commitment to fostering technological advancements and financial services innovation, has made it a key hub for fintech and digital financial services. The growth in these sectors is further supported by increased investor interest, a surge in cross-border payments, and the rise of blockchain and cryptocurrency technologies, positioning Ireland as a leading destination for financial services innovation in Europe.

Candidates at all levels in 2024 continued to upskill in ESG / Sustainability, Digital Transformation, AI, and Tokenisation to ensure they stay ahead of changes and new developments in the sector.

Look into 2025

Private markets

In 2025, a significant growth area for Ireland’s funds industry will be private markets, including private credit and related sectors. In 2024, we saw several clients expanding their teams in this space, which has contributed to building a robust pipeline of talent.

The industry is actively collaborating with the government, the Central Bank of Ireland (CBI), and other key stakeholders to develop a comprehensive regulatory framework for private markets, modelled after Luxembourg’s successful approach. This strategic effort aims to position Ireland as a leading hub for private markets, attracting both investment and expertise.

This focus on private markets gets particular mention in the Irish government’s 2030 strategy for the funds industry. They are focused on solidifying Ireland’s position as a global leader in financial services.

The strategy aims to foster growth in private markets, including private equity, private credit, and real assets, with the goal of attracting more international investment and expanding the country’s financial services ecosystem.

Hiring & skills in demand

The current global geopolitical landscape will likely lead to more cautious hiring practices for international firms in Ireland in 2025. However, there will still be strong demand for candidates with expertise in governance, technology, AI, and digital transformation. This is driven by regulatory requirements from the Central Bank of Ireland (CBI) and the ongoing need for innovation to keep pace with rapid digital advancements.

Industry expected to grow by 26%

The recently published report on the Irish Financial Services sector by EY outlines key insights regarding the sector’s projected growth, which is expected to increase by €3.4 billion by 2028.  EY stated this growth will primarily come from the expansion of key areas like private markets, asset management, and financial technology (fintech), underpinned by global trends and investor interest.

This is hugely positive news for the sector, and like all sectors, we need to continuously evolve, innovate, and adapt to emerging trends and challenges. By embracing new technologies, strengthening regulatory frameworks, and fostering talent, the sector can capitalize on these growth opportunities and maintain its competitive edge in the global financial landscape.

After an extremely busy couple of years post-COVID, there has been a recalibration of the finance market to a certain extent in 2024. While certain sectors such as property, pharmaceutical, manufacturing, and FMCG have continued to thrive, others have remained more quiet.

Quarter 1 and quarter 4 have been the busiest periods of the year, with a broad choice of roles available, in particular at the Financial Controller/Head of Finance level. We have found that companies are becoming increasingly specific in their requirements, which has led to longer recruitment cycles, which often means they are missing out on top talent. As ever, companies that are more flexible with their requirements and move faster with their interview processes are more likely to secure their first choice.

With the majority of candidates working a 2/3 day week in the office, we have found there is no appetite to return to the office on a full-time basis, with many candidates believing that this is indicative of poor company culture. By ruling out a hybrid option, clients are now recruiting from a much smaller pool of relevant candidates.

With a busy end of the year and a strong pipeline of new roles for 2025, we expect a positive start to 2025.

The accounts staff & part-qualified market experienced a lot of fluctuations in activity in 2024, with a strong start to the year and a relatively quiet summer. Activity began picking up significantly in August before slowing down again in subsequent months, only to regain momentum as December approached, and we expect this to continue into this year.

Throughout the year, there has been a particularly high demand for accounts assistants, reflecting businesses’ growing need for support with day-to-day financial operations.

The construction and retail industries have been especially active, driving much of this demand, as both sectors experienced robust growth and required strong financial management to sustain their operations.

Additionally, the energy sector has seen noticeable growth over the past year, further fueling the demand for skilled finance candidates

Demand for roles like Security Architects and CISOs is particularly high, with significant salary increases seen when professionals move between organisations.

These figures reflect current demand for specialised roles in cybersecurity, particularly in areas like cloud security, incident response, and automation of security operations.

For engineers with certifications like CEH, OSCP, CISSP, CISM, CISA, AWS/ Azure Security Specialty, etc., or deep expertise in high-demand areas, salaries can push toward the higher end.

For contractors, specific rates often depend on the project’s technical demands and the contractor’s expertise. Dublin’s thriving tech hub and the presence of major tech companies make it a lucrative location for AI professionals.

Like many other countries, Ireland is facing a shortage of skilled professionals in emerging tech areas. Roles like AI Security Specialist, IoT Security Specialist, Machine Learning Engineer, and Blockchain Developer are in high demand, with a limited pool of experienced candidates.

To address the talent gap, companies are increasingly sourcing candidates internationally. Ireland’s strong position in the EU and its reputation as a tech hub make it attractive for relocation.

Non-EU professionals are also being targeted, facilitated by Ireland’s relatively welcoming visa policies for high-demand roles.

Remote work policies are being embraced by many Irish companies, especially for emerging tech roles, which helps attract candidates unwilling to relocate immediately.

Due to the shortage, salaries for emerging tech roles have risen significantly over the past few years. Visa sponsorship, competitive compensation, and relocation packages are now key differentiators for companies.

Companies providing benefits to their employees are more likely to have higher employee retention rates, lower turnover, and a stronger talent pool available to them.

These are the key points identified by employees as valued benefits:

• Health Insurance – Tends to vary from company to company, sector to sector, but includes full/partial or membership to the company’s healthcare scheme
• Performance-related bonuses and incentives for high performers
• Pension
• Education/continuous training

Employers need to be aware of how important the overall remuneration package is in order to attract and retain their staff.

The respondents could choose every relevant option. The biggest change is in the “Work in the office more” option, which has doubled from seven per cent last autumn to 13 per cent now. This reflects what we are seeing in The Panel, with more employers looking to get their employees back into the office.

The other answers are broadly in line with our 2023 survey, with one in four still working the way they have always worked.

With more employers looking for their employees to return to the office, it is interesting that only three per cent of candidates would choose to work full-time in the office. This is down from five per cent in our last survey, a 40 per cent drop.

The other answers are relatively unchanged from the 2023 survey. More people are flexible about their working arrangements, with 22 per cent “happy to do any option,” up from 19 per cent previously.

The answers to this question are consistent with the 2023 survey. Over half of the respondents are still left to choose where they work. We are surprised at this finding; we expected it to be lower, based on the fact that anecdotally, we are seeing employers more insistent on people returning to the workplace.

We asked the candidates not working five days in the office how many days they would work there.

Three days in the office is still the most popular option, up 10 per cent (2024 — 45 per cent compared to 41 per cent last year). Two days in the office decreased from 37 per cent last year to 31 per cent today.

One to watch is the four days in the office, up about 25 per cent from last year (11 per cent in 2023 to 14 per cent currently).

This is a new question in the Autumn survey. We wanted to assess candidates’ thoughts about “being present” in the office and whether they felt it influenced their promotion prospects.

A sizeable minority, 43 per cent, believes it positively influences their promotion chances. Most respondents, however, do not see working remotely as detrimental to their chances of promotion.

These findings are consistent with the 2023 findings. Two-thirds of respondents are working where they want to. One in six of our respondents is  looking to move roles because their working arrangements don’t suit them, something employers need to be cognisant of.

The other answers are relatively unchanged from the 2023 survey. More people are flexible about their working arrangements, with 22 per cent “happy to do any option,” up from 19 per cent previously.

This is another new question in our 2024 survey. It is encouraging that over 80 per cent of the respondents can afford to live within a commutable distance of work. One in twelve respondents, however, is directly affected by the affordability of housing, while one in ten respondents is working remotely or not working.

This is another new question in the survey. Just under half of the respondents are happy with their commute to work. One in eight would consider their commute one of the reasons to change jobs, while one in four can live with it, albeit that their commute is not ideal

The most significant swing in the sentiment of the respondents we recorded in this survey is that respondents clearly see the power in the job market transferring to employers.

This backs up what we see in The Panel. While the country is close to full employment, candidates have fewer roles to choose from. However, despite a talent shortage, clients are beginning to get a better choice of candidates, and they can get more people to work in the office more days than previously.

As we can see from previous answers, there is still significant resistance to working in the office full-time. However, the dynamic is changing in favour of the employer. The drop from 37 per cent to 25 per cent in people believing that the power is with the employee is significant. The rise in respondents who see the power with the employer has risen significantly from 31 per cent in 2024 to 44 per cent today.

Overall, candidates are less optimistic about their careers: 37 per cent believe the next 12 months will be good for them, down from 42 per cent in 2023. This figure was at 50 per cent in our 2022 survey, so a steep decline in two years.

This trajectory is mirrored by the candidates who answered that progressing their careers in 2025 will be difficult, at 18 per cent, up from 14 per cent last year and 12 per cent in 2022, a 50 per cent increase in two years.

The direction of travel is the same as the answers to the last question: 40 per cent of people are more pessimistic about the year ahead than last year (2023 – 10 per cent to 14 per cent today). Those who are optimistic about the next 12 months have fallen from 43 per cent in 2023 to 35 per cent today.

These responses are broadly consistent with the 2023 survey. A positive workplace culture is vital, and employees value it.

Again, there is no real change from the 2023 survey results. We believe in the saying, “You don’t leave your job; you leave your manager.” Many negative workplace cultures are the fault of the business leaders; sometimes, it can be even just one overpowering presence.

This question is aimed at the candidates working remotely or in a hybrid fashion. In this survey, fewer respondents feel connected to their company culture than in 2023, down from 35 per cent in 2023 to 29 per cent now.

Another new question this year. In The Panel, we are increasingly dealing with candidates being let go by their employers, mainly from the multinational sector. Many of them feel that their stated company values were ignored when it suited their employer, and we wanted to measure whether this was a widespread belief.

40 per cent feel that their employers’ company was true to their values only when it suited them, and 9 per cent feel their company acts opposite to their espoused values. This means that one in two respondents is sceptical about company values, a significant cohort.

That less than half of the respondents (42 per cent) believe their employer is true to their values is a poor reflection on employers in general.

We would like to thank all the respondents for filling out the survey. Special thanks to those who chose to add comments; these were particularly illuminating.

In Recruitment Process Outsourcing (RPO), companies transfers all or part of its recruitment processes to The Panels RPO specialist team.

The RPO team with the support of our network acts as an extension of that client’s HR department. This can be done either off-site or on-site. As the RPO provider we take full ownership of all hiring duties and are fully accountable for the results we deliver.

RPO providers are often sought out for high-volume recruitment including short and medium roles on a project-to-project basis, as well as fully replacing all internal recruitment in an organisation.

The RPO provider can take responsibility of part or all the following:

• Candidate name generation and sourcing
• Recruitment marketing and/or advertising strategy
• Candidate screening
• The entire interview processes.
• Testing and selection
• Salary negotiation
• Various background checks
• Placement and onboarding
• Reporting & data analytics
• Assist you build your own Talent Recruitment Team

The Panel as your RPO Partner could also be responsible for introducing are own technology and reporting. This can be a big advantage for clients, particularly for smaller companies who may not have access to similar technologies or who are inward investment companies.

All the above services can be increased, modified or reduced throughout the process depending on a client’s needs.

These means costs can go down when your hiring needs go down and the RPO provider can adapt to your specific business needs.

While the traditional agency model offers as much support as the client needs, RPO acts as an extension of the internal recruitment operations of the business by taking full ownership of the duties. Each solution has its merits to suit the needs of the client and enhance the core functions of the business.

The Panels RPO Solutions team focuses on both permanent (RPO) and contingent (MSP) talent and are Recruitment Process Outsourcing specialists.

For more information, please contact Anne Keys, Joint Managing Partner at anne@thepanel.com

We currently provide full contracting services to a number of clients. We have a dedicated team in The Panel that services this area, which includes staff from our onboarding ops team, accounts team and admin function team.

This team is led by Fergal Keys and the function is managed by Ildiko Kiss.

Our largest client we can have up to 30-50 contractors/temps per month.

Services include:

1. Daily Rate Contractors—These candidates get a contract for a fixed duration and invoice for days only worked. All invoices are provided with approved and authorised timesheets. There is an agreed process with the client.
2. Fixed Term Contractors—These candidates are hired for a fixed duration and are paid a salary. In this situation, these candidates are paid a monthly salary and we manage all government taxes, holiday entitlements, etc. on behalf of the client.
3. Temp Staff—In this case, candidates can also be hired for shorter term contract (temp contracts) and can be paid hourly or daily rates and The Panel manages all regulatory requirements (taxes, PRAI, holidays etc.).

For more information, please contact:
Fergal Keys at fergalk@thepanel.com or Ildiko Kiss at ildiko@thepanel.com

At The Panel our Market Map Recruitment Services provide a comprehensive overview of talent availability and compensation trends within your industry or specific role. This service is ideal for businesses looking to understand the competitive landscape and ensure they are offering attractive, competitive salaries to attract top talent. By conducting in-depth market analysis, we deliver a tailored map that highlights key insights, including salary ranges, skill demand, and regional variations. This data-driven approach empowers businesses to make informed hiring decisions and stay ahead in the talent race, optimizing recruitment strategies for success.

The process typically involves:

• Identifying talent pools – locating where candidates with the required skills and experience are concentrated.
• Assessing competitors – analysing competitor structures and identifying high-performing individuals who might be suitable for your team.
• Building talent pipelines – maintaining a database of candidates ready for immediate roles or for future needs.
• Succession planning – pinpointing internal and external talent for leadership and other critical roles.

Benefits of Market Mapping for Clients:

1. Informed Decision-Making: Market mapping provides clients with data-driven insights into salary benchmarks, skill availability, and industry trends, helping them make informed decisions when setting compensation packages and defining recruitment strategies.
2. Competitive Advantage: By understanding the talent landscape, clients can attract and retain top candidates by offering competitive salaries and benefits that are aligned with current market expectations.
3. Talent Pool Visibility: Market mapping reveals the size and strength of the talent pool in specific regions or industries, allowing clients to target the right candidates and tailor their recruitment efforts to meet business needs.
4. Enhanced Recruitment Strategy: Clients can refine their hiring strategies, identifying skill gaps and adjusting hiring priorities to meet long-term business goals.
5. Cost Efficiency: By understanding the market rates, clients can avoid overpaying for talent while ensuring they are offering fair compensation that attracts skilled professionals.
6. Retention Insight: Market mapping also helps identify trends that can inform retention strategies, allowing clients to stay ahead of potential talent shortages or shifts in employee expectations.

Strategic Workforce Planning: Clients can use market mapping to plan for future hiring needs, optimising workforce growth and aligning talent acquisition with business objectives.

For more information, please contact our Joint Managing Partner Anne Keys at anne@thepanel.com

Sustainability

As time moves on, the sustainable responsibility of employers is becoming more and more important, therefore, we here at The Panel take great pride in doing our best in meeting our target in this area. We take responsibility for our candidates, clients, and every part of our business to offer and supply solutions that positively impact those around us.

Knowing that you are partnering with a responsible organisation should offer you peace of mind.

Read more on our Sustainability Policy here.

Diversity, Equality & Inclusion (DE&I)

In The Panel, we actively focus on sourcing talent through a DE&I lens – we know diverse teams make for better functioning and more collaborative teams.

The Panel and our Managing Partner Anne Keys were instrumental in the setup and launch of 100 Women in Finance in Ireland in 2017, she acted as Co-Chair for 100 Women In Finance Dublin location for one year, and is currently driving 100WF workshops for senior practitioner members, advising them on how to launch their independent non-executive director career.

In November 2017, The Panel signed up to the Ibec/30% Club’s “Voluntary Code of Conduct for Recruitment and Executive Search Firms Code”.

This Code recognises the importance of search firms and client organisations working together to deliver change based on four principles:

• Strategy & Goals
• Talent Pipeline
• Prices
• Monitoring & Reporting

What can The Panel help you with?

Regulations– guiding candidates and clients through the Irish regulatory environment.

Market analysis– updating candidates and clients on current trends.

Talent acquisition– for clients, we help source the best candidates for the role at hand.

Advice– we provide our candidates and clients with the most up-to-date information available regarding the market, the recruitment processes, and the best remunerative options available to both.

Technology & Resources – offering candidates and clients the most up-to-date in recruitment and AI technology, enabling a quicker and more efficient recruitment process from start to finish.

As a company, The Panel has successfully strived for internal diversity and inclusivity, and in doing so we firmly
believe that puts us in a strong position to be ambassadors for our clients in an Ireland that is becoming ever
more progressive, diverse, and inclusive.

• We support groups for women in business, e.g,. 100 Women in Finance & Women Executives.
• We employ 7 different nationalities with various cultural and religious beliefs.
• We have a higher proportion of female employees.
• We have two joint MDs at the Panel, 1 male and 1 female.

We believe we are one of the most diverse and inclusive recruitment companies in Ireland, putting us in a
position to help our clients achieve the same.

We instill the following approach through rigorous training of our employees;

• Equal Employment Opportunity is a fundamental right of all employees and applicants for employment.
• The Panel undertakes not to discriminate unfairly against any applicant in respect of the subject matter of disclosures made pursuant to the pre-engagement screening process or any other information revealed during the engagement process.
• All applicants are provided a full and fair opportunity for employment, without regard to race, colour, religion, national origin, disability, gender,age,sexual orientation, genetic information, or parental status
• We promote equality for all candidates.
• We foster and support a globally diverse and inclusive workforce with our clients and place a high value on diversity and equal opportunity.
• We believe it is important for applicants to be considered for the employment of their choice and have the chance to perform to their maximum potential.
• The Panel is an equal opportunity Employer and Recruiter.