Insights from the Pearse Portfolio Senior Finance Salary & Market Survey
Our 2026 Senior Finance Market & Salary Report gathered responses from 564 senior finance professionals, to find out what they’re really being paid and what would make them consider leaving. This article looks at the 139 Finance Directors among them, who work across technology, consumer, fintech, infrastructure and energy.
The headline figure is hard to ignore: 83% of the Finance Directors we surveyed plan to explore new opportunities in the next 12 months, and only one in ten said they definitely won’t. If you employ an FD, the odds are they’re at least open to a conversation. Their reasons go well beyond salary.
Why they’re thinking about moving
Better pay and wanting a new challenge came out exactly level, each chosen by 49% of FDs. Limited progression came next (26%), followed by cultural misalignment (20%) and a change in ownership or strategy (14%).
Half of those looking to move want more money, and just as many feel the role has stopped stretching them. That second group is the harder one to hold on to. A counter-offer can close a pay gap, but it doesn’t make the job more interesting.
Many are relatively new in post
42% of FDs have been in their current role for less than a year, and a further 28% for one to two years, so seven in ten have been in post for under two years. Plenty of them moved recently and are already open to moving again.
Part of the explanation may be career fit. Fewer than half (47%) feel their current role lines up with their long-term goals, 29% say it doesn’t, and 24% aren’t sure.
Leadership matters as much as pay
We asked FDs to pick the factors that most affect their job satisfaction. The quality of the leadership team came top (61%), just ahead of compensation (59%), with company culture third (52%).
Their scores out of five tell a similar story:
Feeling recognised an valued: 3.33
Work-life balance: 3.25
Overall remuneration package: 3.24
Overall satisfaction with the role: 3.08
None of these scores is high, but the role itself comes out lowest. On average, FDs are slightly happier with what they’re paid than with the job they’re doing.
Pay rises
Only half of FDs (51%) had a pay rise in the last 12 months, and around half of those got less than 5%.
Most FDs (62%) get a bonus, typically worth 20–39% of base salary. Equity is less widespread than you might expect. 40% have some form of equity or LTIP, but fewer than 4% would describe their stake as significant. We asked how they value it, and some answers were fairly blunt:
“Until paid it’s zero.”
“Hope value!”
“Not actually received, just promised!”
For PE- and VC-backed businesses that use equity to retain senior finance talent, that’s worth knowing. If your FD doesn’t believe the equity will pay out, it won’t do much to keep them.
If you’d like to see how your package compares, 2026 Senior Finance Market & Salary Report has detailed salary, bonus, equity and interim day-rate benchmarks across sectors and seniority levels.
What employers can do
- Don’t assume a new FD is settled. Being new in the role doesn’t mean they’re committed, so check in with them regularly, not just at annual review time.
- Look at the scope of the role as well as the salary. Strategic influence, board exposure and a clear next step came up again and again in what FDs value.
- Invest in their development. Only 17% of FDs get training or executive coaching, yet a quarter of those thinking about moving cite limited progression.
- Be clear about equity. Explain the likely exit route, what the stake could be worth and when. Without that, it’s easy for an FD to write it off.
- Keep pay reviews competitive. A rise under 5%, or none at all, makes it much easier for someone else to tempt them away. It’s worth 2026 Senior Finance Market & Salary Report before your next review.
What FDs should think about
If you’re one of the 83%, you’re far from alone. Before you take your next step, work out what you actually want to change: the pay, the scope, the leadership team or the long-term direction. It’s much easier to get that right up front than to find yourself looking again a year later. 2026 Senior Finance Market & Salary Report shows what your peers are earning, so you’ll know where you stand.
Read the full findings. This article covers one part of our research. 2026 Senior Finance Market & Salary Report for salary, bonus, equity, day-rate and satisfaction data across the senior finance market, or get in touch with our team to talk about your next hire or your next move.
