As we move further into 2026, the recruitment landscape is showing clear signs of renewed momentum. After a period defined by caution, constrained hiring, and economic uncertainty, many sectors are now shifting into a more proactive phase. Across public sector finance, transformation, ERP, procurement, and manufacturing, one consistent theme is emerging, organisations are no longer waiting, they are investing in change.
From large-scale transformation programmes to targeted interim hires and critical system upgrades, businesses are prioritising talent that can deliver impact quickly. Here’s what our consultants are seeing on the ground and what it means for the year ahead.
Public Sector Finance: A shift towards transformation-led hiring
The not-for-profit and public sector finance market is entering 2026 with a renewed sense of optimism. While the past two years have been highly competitive due to a limited number of roles, early indicators suggest a busier and more active market ahead.
Organisations are increasingly focused on restructuring, transformation initiatives, and ERP implementations. As a result, demand is shifting away from purely business-as-usual (BAU) finance professionals toward candidates with proven experience in change environments. Finance talent that can support system upgrades, drive efficiencies, and navigate organisational transformation will be especially sought after.
Transformation & Private Equity: From caution to action
After a slower period, the private equity market began regaining pace toward the end of 2025 and that momentum has carried strongly into 2026.
With delayed exits and extended holding periods, investors are now under pressure to act. The start of the year saw a surge in deal activity, with new transactions closing and immediate focus turning to execution, sign-to-close processes and intensive 100-day plans.
A key shift has been the acceptance that exits must happen, even at lower valuations, to release capital for reinvestment. This has driven a wave of operational change across portfolio companies, including carve-outs to refocus on core offerings and cost optimisation strategies.
Candidates have been active in the market, with a particular demand in advisors, fractional support or interim needs which pay turn permanent. The urgency is received well by all, particularly senior level interims who had a dry spell over 2025. In short, 2026 is shaping up to be a year defined by action, decision-making, and rapid technological evolution within the PE landscape.
Accountancy & Finance: The rise of the value-driven interim
The interim A&F market is undergoing a notable shift. Increasingly, businesses are seeking finance consultants with deep sector expertise, whether in real estate, retail, technology, or broader commerce, who can deliver tangible improvements in a short timeframe.
These hires are not just filling gaps; they are expected to transform. From optimising processes and improving reporting to upgrading systems and challenging complex data sets, interim professionals are being brought in to leave finance functions in a stronger position than they found them.
After a period of underinvestment across operational functions, organisations are recognising that they can no longer delay improvements. Despite ongoing global uncertainty, there is a clear need to build scalable, efficient finance operations and interim talent is playing a crucial role in making that happen.
Adaptability, speed, and immediate value-add are now essential traits for candidates in this space.
ERP & SAP: A growing talent bottleneck
The UK SAP market is being shaped by one major driver: the transition from SAP ECC to S/4HANA ahead of the 2027 end-of-support deadline (with some extensions available to 2030).
While demand for SAP talent has grown significantly, fuelled by organisations preparing for migration projects, the market is experiencing short-term softness due to macroeconomic pressures. Some businesses have delayed programmes due to cost concerns, leading to uneven hiring patterns.
However, this slowdown is masking a much larger issue. More than half of SAP users are still operating on legacy systems, creating a substantial backlog of migration work. Across Europe, there is already a shortage of up to 100,000 SAP professionals, particularly in S/4HANA, cloud architecture, and integration.
Looking ahead, 2026 and 2027 are expected to bring a sharp surge in demand. Organisations that delay further risk facing a significant talent shortage, with limited access to the specialist skills required to complete their transformations.
Procurement: A function rising in strategic importance
Procurement continues to stand out as one of the most resilient and strategically important areas of hiring in 2026.
Even as broader recruitment activity remains measured, organisations are prioritising procurement talent to drive cost efficiency, strengthen supply chains, and support transformation initiatives. Demand is particularly strong for professionals in category management, strategic sourcing, and leadership roles.
Beyond cost savings, employers are seeking candidates who can contribute to ESG goals, digital procurement transformation, and supplier risk management. This evolution has created a dynamic and opportunity-rich market for skilled professionals.
Encouragingly, candidate confidence is also improving, leading to increased mobility and a gradual easing of talent shortages. Combined with rising salaries and enhanced benefits packages, the outlook for procurement recruitment remains highly positive.
Manufacturing: The data centre effect
One of the most interesting drivers of change in manufacturing is the rapid expansion of data centres. As demand for cloud computing, AI, and digital services continues to grow, data centres have become critical infrastructure, creating a ripple effect across the manufacturing sector.
This has led to increased demand for components such as servers, cooling systems, power distribution units, and cabling. Manufacturers in electronics, semiconductors, and industrial equipment are experiencing sustained growth, often supported by long-term supply agreements.
At the same time, the need for energy efficiency and high-performance infrastructure is accelerating innovation. Advanced materials, improved cooling technologies, and greater adoption of automation are becoming standard, pushing manufacturers to evolve rapidly.
Supply chains are also strengthening, with a greater emphasis on resilience, localisation, and strategic partnerships. As a result, manufacturers are moving beyond traditional supplier roles to become integral players in long-term business planning.
Final Thoughts: A year of momentum and opportunity
Across all sectors, the message is clear: 2026 is a year of movement. Organisations are shifting from hesitation to execution, investing in transformation, technology, and the talent needed to deliver both. While challenges remain, particularly around skills shortages and evolving market conditions, the overall outlook is one of cautious optimism and growing opportunity. For candidates, this means increased demand for specialised, high-impact skill sets. For employers, it highlights the importance of acting decisively to secure the talent needed to stay competitive.
Whether you’re looking to strengthen your team or explore your next career move, our specialist consultants are here to help you navigate the evolving market. Get in touch today to discuss how we can support your hiring needs or career goals in 2026.
