By John Bohan, Commercial Director
Yes, we know… it’s March and we’re only just releasing our 2026 Salary Survey. It’s been a busy start to the year.
Between live projects, ongoing searches and a market that hasn’t really slowed down since the back end of last year, pulling this together has taken slightly longer than planned. The upside is that what you’re reading isn’t just a retrospective view of 2025. It reflects what we are actively seeing across the market right now, across engineering, manufacturing and the wider professional functions.
And that matters, because the salary landscape in 2026 is not behaving in a straightforward way.
There has been a lot of noise around hiring slowing down. In simple volume terms, that is true in some areas. But it is not the full picture.
What we are seeing across the UK is a more selective hiring market. Businesses are still recruiting, but they are being far more deliberate about where they invest and what they expect from each hire.
In sectors like advanced manufacturing, which remains a significant contributor to the UK economy, demand continues to exist where roles directly influence productivity, output and operational performance.
The difference is that organisations are scrutinising hires more closely. Roles are more defined, expectations are clearer, and there is less tolerance for hiring without a clear return.
One of the most consistent themes in this year’s salary survey is that pay is increasingly linked to impact.
Experience still matters, but it is no longer enough on its own. Employers are prioritising individuals who can operate in complex environments, influence decisions and deliver measurable outcomes.
This is particularly evident in senior and leadership roles, where accountability has increased and scope has broadened. It is also reflected in the continued demand for interim and contract professionals, where businesses are willing to invest in proven capability that can deliver quickly.
Flexibility is no longer positioned as an added benefit. It is now part of how salary and reward packages are structured.
At senior level, this often shows up in preferences for car allowances over traditional company car schemes, or broader packages that allow individuals to make decisions based on their own circumstances.
Across the wider workforce, flexibility in working arrangements continues to influence decision making, both for candidates and employers.
From an organisational perspective, this has also led to a more flexible approach to hiring itself, with interim, fixed term and project based roles becoming a core part of workforce planning rather than a temporary solution.
Benefits still play an important role in attraction and retention, but how they are valued has shifted.
Company cars remain a strong offering in travel based roles, but the move towards electric vehicles, combined with tax efficiency and sustainability considerations, has changed how these schemes are structured and perceived.
More broadly, candidates are assessing the full package in the context of their lifestyle and long term priorities, rather than focusing solely on base salary.
The salary data and market insight point to clear areas of pressure across the UK job market.
Procurement and supply chain roles linked to cost control, supplier resilience and risk continue to attract strong demand, particularly where there is significant accountability.
In finance, professionals who combine technical expertise with commercial awareness and the ability to influence business decisions remain highly sought after.
Within HR, hiring has been heavily shaped by organisational change, employee relations and transformation activity, reflecting the ongoing structural challenges many businesses are navigating.
In each of these areas, salary movement is not uniform. It is concentrated in roles where the impact on the business is clear.
For employers, the findings from this year’s salary survey highlight a consistent theme. Clarity is a competitive advantage.
Organisations that are able to clearly define roles, articulate expectations and demonstrate the impact of a position are far more likely to attract and secure the right talent.
Where there is ambiguity, hiring processes slow down, candidate engagement drops and offers are more likely to be declined.
In a market where the best candidates still have options, that clarity can be the difference between success and starting again.
Overall, the 2026 salary and hiring landscape points towards a more considered market.
There is less emphasis on volume and more focus on quality. Less reactive hiring and more structured decision making.
Businesses are thinking more carefully about capability, structure and long term fit. Candidates are doing the same when assessing opportunities.
That shift may make the market feel more challenging at times, but it also creates better outcomes when decisions are made well.
If you want a clearer view of salary benchmarks, hiring trends and what competitive really looks like in your market, download your copy of the Elevation Recruitment Group 2026 Salary Survey today.
Back to Elevation News