Now that we’re firmly into Q1 2026, it’s a good time to look back at how the senior legal finance market performed in 2025. Q4 ended up being a positive quarter overall, but it definitely didn’t follow the usual pattern we’d expect.
What we saw was a lot of activity - it just came later than normal.
A slower start, then a rush at the end of Q4
Normally, October into early November is where we start to see senior roles really come to market. In In Q4 2025, that didn’t quite happen. Instead, things stayed relatively quiet until late November, and then suddenly December became very busy.
That was particularly true across Head of Finance, Finance Director, and Financial Controller roles. There was very little movement in these areas through Q3, so by the time firms were ready to move in Q4, a number of senior roles hit the market at once.
Pricing and Tax continue to be tough markets
Pricing is always an active area, but Q4 really reinforced how important these roles have become. Alongside the usual level of demand, we took on a particularly senior Head of Pricing role with a global law firm, which is a good example of how seriously firms are taking pricing leadership and commercial strategy.
Tax has been another big talking point. We’ve seen some very senior group and international tax roles come to market, as well as multiple hires at manager level within international tax teams. This remains a difficult space, simply because the skill set firms want is so niche.
The combination of international tax and partnership tax experience isn’t common, and there isn’t enough talent to meet the volume of roles coming to market.
As a result, firms that are willing to be flexible, often prioritising international tax experience over partnership tax, are the ones making progress.
Senior Candidates Are Still Very Passive
One thing that hasn’t changed is how passive the senior candidate market is. Very few people are actively applying for roles, which means most senior hires are being made through search rather than response.
From a firm’s perspective, that makes preparation really important. Having a clear recruitment strategy, a well-defined role, and a compelling story around why someone should join is crucial. In a market like this, you can’t rely on people coming to you.
Salary also plays a big part. In a passive market, people won’t move unless it genuinely makes sense for them. That often means a noticeable uplift in pay, or at the very least a clear step forward in terms of scope, influence, or long-term opportunity.
Why Q1 Is Still the Best Time to Go to Market
January and early February remain some of the best times of year to go live with roles. People tend to be more open-minded at the start of the year, and we consistently see better engagement and traction during this period.
As we get closer to April, things usually slow down. Firms approach year-end, and candidates start to hold out to see what their salary reviews and bonuses look like, which are typically paid in June or July. That’s why firms that move early in Q1 generally have a much better experience than those that wait.
What we’re seeing as Q1 2026 unfolds
As we move through Q1, we’re continuing to see demand across senior finance leadership roles, pricing, and international tax. Many of the roles that launched late in Q4 are still live, and there are additional roles due to come to market following benchmarking work carried out towards the end of last year.
For firms hiring right now, my advice would be: move early, be clear on what you’re looking for, and stay flexible where you can. The market is active, but it’s still very candidate-led, and the firms that recognise that are the ones securing the best talent.
