2025年金融服务人才报告：招聘、职业发展与薪酬

H I R I N G , C A R E E R S & C O M P E N S A T I O N ◆Salaries, bonuses & benefits ◆Flexible working 2025 ◆Career motivations Contents 03.Introduction 22.KeyTakeaways 25.Summary AboutSelbyJennings26. 27.ContactSelbyJennings Introduction There’s a sense of optimism throughout Europe’s financial services industry. As market confidencegrows and the UK’s lifting of the bonus cap sees payouts soar, momentum is starting to buildacross the talent landscape, and firms are beginning to invest more strongly in both revenue-generating and structural roles once again. With professionals becoming more selective and employers more strategic, having an understanding ofcurrent compensation averages is critical. Knowing what candidates expect – and what they’re actuallyreceiving – enables businesses to shape competitive offers, while allowing individuals to benchmarkthemselves against their peers and support confident career decisions. To aid both employers and professionals as a leading specialist talent partner, our latest report bringstogether exclusive insights from our survey of nearly 700 finance experts across Europe. From basesalary movements and bonus breakdowns to flexible working and motivators for career changes, thisreport provides clarity and direction on the compensation trends defining 2025. Whether you’re benchmarking internal packages or planning your next career move, explore the latestfindings, statistics, and advice from our market experts to stay informed and guide your decision-making. S U R V E YR E S U L T S : Base Salaries Base Salaries Salary Value These survey results paint an overall picture of current base salaries across Europe’s financial servicesindustry, taking all functions, seniority levels, company sizes, and geographic locations into account.These figures do not include bonuses or any other form of monetary compensation. For those who opted to provided their answer in GBP, just over a third (34%) reported earning a basesalary of £90k or below, while 23% said their base salary fell between £91k-£120k. Moving upwards, 14%stated that they earned between £121k-£150k, and a combined 29% earned at least £151k. Salaries were similar for respondents who answered in Euros. 38% stated they earned €90k or under,a combined third (33%) received salaries in the range of €91k-€150k, and 28% earned €151k or above intheir current role. Base Salaries Salary Changes These findings mark a slight slowdown compared to last year’s survey results, where 62% received a payincrease across the industry. “Salaries have stayed relatively flat over the last 12-18 months,”confirms James Warnaby, ExecutiveDirector – Head of London at Selby Jennings.“The big, 20%+ salary increases that were morecommon in previous years have normalised back down, whereas bonuses are now a biggerindicator of positive market sentiment instead.” Sectors least likely to have received a salary increase: Base Salaries Salary Increases vs. Expectations James’ observations on smaller salary jumps are supported by our survey results, where 50% ofrespondents who received a salary increase over the last year saw modest gains worth 1–5% of theirbase salary, while a further 23% received between 6–10%. Despite this cooling in actual increases, professionals’ expectations remain comparatively high. Whenasked what size pay rise they would look for in a new role, 73% of respondents said they were seeking11% or more. These expectations could pose a challenge for businesses during offer negotiations, so employers whocan offer long-term compensation progression or other forms of monetary compensation will be betterpositioned to bridge this gap and secure the talent they need. S U R V E YR E S U L T S : Bonuses Bonuses Receiving a Bonus While most financial sciences professionals in Europe were awarded a bonus for their performancewithin the last 12 months according to our survey, 16% reported that they hadn’t received one. Asexpected, bonuses were most prevalent in front-office, revenue-generating roles, while other sector-specific and regional differences continue to influence payouts: “In the Netherlands, the 20% bonus cap placed on financial professionals’ earnings limitsthe opportunity to make large total comp payouts seen in other locations across Europe,especially the UK,”says Joseff Richards, SVP – Head of Selby Jennings Netherlands.“Instead,companies increase bases or lean on other additional financial benefits such as pension.” “In Germany, it’s not uncommon for companies to omit bonuses from compensation packagesacross various functions,”adds James Cookson, Director – Head of Selby Jennings Germany.“Inmany cases, firms as well as employees favour stability and predictability in total compensation.” Sectors least likely to have received a performance bonus: Bonuses Receiving a Bonus Most respondents who did not receive a bonus cited external business or economic reasons ratherthan performance-related iss