Q1 2026 recruitment market update: what I’m seeing across employment tax, global mobility and reward
It has been a busy start to the year across employment tax, global mobility and share schemes recruitment, with much of the momentum from 2025 carrying straight into Q1.
Demand across the profession remains strong, driven by established firms, PE‑backed consultancies, and challenger firms in growth mode.
Employment tax and share schemes continue to be the most difficult areas to recruit into, with talent in these specialisms particularly hard to attract. In global mobility, the strongest demand is for individuals with robust tax technical skills and a clear advisory focus, rather than those whose experience is primarily compliance delivery.
Hiring up to and including Senior Manager continues to be the most competitive space – teams want people who can hit the ground running, and that combination of technical depth and independence is always in short supply.
Interestingly, there has also been a clear shift at the more senior end of the market – something I anticipated after last year’s surge in Manager level and below hiring.
Firms have strengthened their delivery bench, and they now need to ensure they have the senior professionals who can bring in the work to keep those teams busy.
The emphasis is firmly on commercial, outward‑facing skill sets: strong business developers rather than leaders whose experience centres on managing an established book of work.
In-house tax
In-house roles remain a significant draw for candidates, though supply still does not keep up with demand. Many positions are newly created, broad in scope, and particularly appealing to experienced Managers through to seasoned Senior Managers. We are also seeing more tax professionals transition into hybrid or broader HR-focused roles in-house, reflecting how interconnected these disciplines are becoming within large organisations.
Tax hiring trends in practice
Across the accountancy landscape, Big 4, mid‑tier, and challenger firms are all targeting the same talent pool. Challenger firms and PE-backed consultancies are putting real pressure on the market with flexible structures, faster progression, and punchier packages. In addition, a number of law firms are looking to build out employment tax and global mobility offerings – something that will certainly look to attract talent from the accountancy sector.
One thing that is important to highlight is the dynamic between demand and compensation. Despite strong hiring needs in many areas, I have not seen widespread salary spikes. Cost discipline remains a priority for most firms, and uplifts are more controlled than some might expect. This makes it crucial for individuals to be clear on their motivations before entering a process. Moves based purely on financial gain are harder to justify, and counter-offers are increasingly common as employers try to retain strong performers they know will be difficult to replace.
Candidate expectations
We are also heading into the usual spring pinch points: promotion, pay rise, and bonus cycles across the larger firms, and the ATT/CTA exam period. Both tend to influence short-term movement, often slowing competition temporarily and creating a useful window for job seekers who are open to exploring the market while others pause.
Right now, the biggest challenge is not demand – it is speed. Candidates are frequently in multiple processes at once, and the organisations who secure them are the ones who communicate clearly, move decisively, and tell a compelling story about their culture, growth plans, and team vision. Those elements increasingly make the difference between securing a great hire and losing them to a competitor.
Finally, I will be hosting an event in April for in-house employment tax and global mobility professionals. If you would like more details – or if you are hiring, thinking about your next move, or simply curious about what is happening in the market – I am always happy to chat. You can connect with me on [email protected].
