2026年爱尔兰薪资指南

CONTENTS Want to find out more about candidates' attitudes to shifting workplacetrends, employee expectations, and the evolving job market?Check out ourmost recent Sentiment Survey. 12Benefits Packages13Candidate Sentiment Survey Overview14Our Tailored RPO Offering15Our Contracting & Payroll Service Management16Our Market Mapping Recruitment Services17Sustainability and DE&I at The Panel 1Introduction2Recruitment Market Commentary3Funds & Investment Management4Accountancy, Finance & Tax5Technology & Transformation6Legal & Company Secretarial7Banking, Treasury & Insurance8Fintech9HR & Business Support10ESG & Sustainability11Aircraft Leasing CREATING EXCEPTIONAL FUTURES Consultants at The Panel take pride in our reputation for findingthe right roles for our candidates and for matching the idealcandidates for hard-to-fill positions. Whether you are a candidateor a client, we take time to get to know you, to understand yourindividual requirements, objectives and ambitions. ThePanel is a recruitment consultancy based in Dublin,specialisingin placing professional talent in Executive,Accountancy&Tax,Aircraft Leasing,Banking,Treasury&Insurance,ESG&Sustainability,Funds&InvestmentManagement, Fintech, HR & Business Support, Technology &Transformation, and Legal & Company Secretarial. We are not just a professional service; we are a personal service,developinggreater futures for individuals and businessesthrough relationships. Our specialist ethos was in our DNA from our start in 1987, whenourfounder,Brendan Burgess,established‘The AccountantsPanel’. The IFSC Panel was then set up to meet the growingneeds of the Financial Services Centre, followed by The LegalPanel and The IT Panel. At The Panel we are one big CLAN. We are proud that our CLANconsists of colleagues from six different countries across theglobe. The Panel is a truly multicultural and diverse business andwe will continue to embrace new CLAN members from aroundthe world. When Anne Keys and Paul McArdle took over as Joint ManagingPartners in 2010, they rebranded the business as ‘The Panel’,encompassing all the various specialisations from financial toHR,servingall sectors andsizes,fromstart-ups tomultinationals. The company remains wholly Irish-owned andmanaged. +353 1 637 7000info@thepanel.comthepanel.com RECRUITMENT MARKET COMMENTARY By Joint Managing Partners, Anne Keys and Paul McArdle In 2025, we were operating in a candidate-empowered market. Conditions were shaped by high demand, low candidatesupply, and an unprecedented focus on flexibility and personal working arrangements. As we enter 2026, marketconditions have shifted toward a more balanced environment. What we are experiencing now is an oversupply ofcandidates in some areas and a lack of quality candidates with “in-demand” skills in other areas. entry-level roles. However,for highly specialised orstrategicappointments, these organisations continue to partnerwith 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 privateequity involvement. Demand for C-suite leadership in these organisations has increased significantly, driven byambition, investment, and a desire for experienced operators. There is a swing towards a client-led environment - one where employers are setting up more of the terms, andcandidates are being asked to adapt accordingly. The findings of our bi-annual Candidate Sentiment Surveys support this. Over half of all respondents now believe themarket is more employer-driven, rising sharply from 44% to 55% - a 25% year-on-year jump. This tallies with what weare finding in The Panel, clients are getting more prescriptive in their requirements, and candidates are having toadapt. AI-first hiring strategies: A growing trend among multinationals and scaling domestic firms is the adoption of an “AI-first, human-second” hiringapproach. 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 'workingsmarter' due to AI and workload optimisation. Automated systems are replacing entry-level roles that traditionallyrequired foundational skills, increasing the importance of internships and structured graduate programmes. Within ouraccounting and finance practice, we are already seeing a marked decline in the recruitment of transactional roles suchas accounts payable and accounts receivable, as many of these processes are now automated. 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 insistingon three days in the office as standard, and in some cases, four or five days. This movement is also reflec