What Practice Candidates Are Looking For in 2026
What Practice Candidates Are Looking For in 2026
Having worked in practice recruitment in the North West since 2004, I've seen candidate priorities shift considerably over the years. Here is what I'm hearing consistently from the market right now.
Hybrid working is non-negotiable for most
The expectation of hybrid working is now firmly embedded. The majority of candidates I speak with are looking for a minimum of two to three days working from home per week. Firms offering one day or less are finding it significantly harder to attract talent, particularly at manager level and above. This doesn't mean candidates aren't willing to be in the office — most want face time with their team and clients — but rigid five-day office requirements are a genuine barrier.
Culture over brand
Candidates are increasingly selective about the type of firm they join — not just the name above the door. There is real appetite for genuine independence, a family feel, and a culture where individuals are known and valued. As PE consolidation continues across the region, a growing number of candidates are specifically seeking firms that remain partnership-led and independently owned.
Genuine advisory work
At manager and senior manager level in particular, candidates want to be doing more than compliance. The opportunity to get involved in advisory, planning, and client-facing technical work is a significant draw — and firms that can offer this alongside a strong compliance base are well-positioned.
Progression with support
Study support remains important for part-qualified candidates, but progression clarity matters just as much. Candidates want to know that there is a realistic path forward — whether that is toward manager, director, or eventually partnership — and that the firm invests in developing its people.
Salary expectations have risen
Salary benchmarks have moved upward over the past three years and have largely stabilised at a higher level. Candidates are well-informed about market rates, and below-market offers are quickly declined. Firms that move quickly and make strong offers are consistently securing the best candidates.