We’re now six months into the year. And if you’re leading a finance team, chances are you’ve spent the first half of 2025 balancing everything from forecasting uncertainty to retention headaches.
Back in January, a Talent Trends report landed with a bold message: clarity is your hiring advantage. It outlined five key things professionals want from employers this year – salary transparency, flexible working certainty, clear AI policies, genuine culture, and inclusive values.
Now we’re halfway through the year, here’s our take: those priorities haven’t changed. If anything, they’ve intensified as the whiff of economic uncertainty and global tariffs still linger.
So, let’s take a closer look at what’s played out, what’s still on the table, and what that means if you’re looking to hire, retain or rebuild your finance team in the rest of 2025.
1. Everyone’s Still on the Fence – But Watching Closely
One stat that stood out from the report was 89% of professionals are open to a new role. But most aren’t actively applying. They’re waiting quietly for something that feels like a perfect fit.
This “wait-and-see” attitude has defined 2025 so far. We’ve seen people holding out for the right opportunity. Seemingly happy in their current role, but as soon as they see a role better-aligned to their values, they move. That means clarity in your employer proposition is no longer optional. It’s the only way to stand out to those watching on.
2. Salary is Still King – But Only If You’re Upfront About It
CFOs are missing out on top-tier talent simply because the salary is left off the job advert. In today’s market, vague compensation equals no application.
The original data showed 68% of candidates want to see a salary in job information. We’re surprised this stat isn’t higher. It’s like going to the supermarket, but none of the items are priced. It’s not just inconvenient, it’s annoying.
You can’t win on salary alone. But you can lose if you’re not transparent.
3. Flexibility Is Now a Dealbreaker, Not a Perk
With return-to-office conversations becoming more frequent, we’d be interested to see more than 47% of professionals would leave their current jobs if their working arrangement changed, if the study was done again now.
The pandemic normalised hybrid working, and many people have built their lives around it. But we see many companies creating initiatives to encourage people back to the office, while others aren’t being so clever about it.
Some companies are learning the hard way that you can’t just switch hybrid working to four days in the office. People don’t need total flexibility. They just need clarity and stability.
4. AI Is Already Embedded
We’re hearing this more and more: “My team are using GenAI, but I’ve got no idea how, or where.”
According to the report, 41% of professionals are using GenAI tools to summarise reports, draft comms, even clean up datasets. A third are bringing their own tools to work, often with no guidelines in place.
Yeah, that’s a risk. But it’s also an opportunity.
As a CFO, you don’t need to be an AI expert – but you do need to set the tone. Are you equipping your team? Are you providing guidance? Are you talking about what GenAI means for their careers?
If you’ve not tackled this yet, the second half of the year is your window to show leadership and build trust.
5. Trust is Low – and Transparency is the Cure
Six months in and the trust deficit hasn’t gone anywhere.
43% of professionals don’t trust their leadership to balance commercial goals with their wellbeing. And when trust erodes, so does retention.
We’ve seen hires made and then unmade because candidates didn’t feel leadership was being straight with them. Whether it’s uncertainty about growth plans, team structure or the culture they’re walking into, people want the truth.
You don’t have to have all the answers. But you do need to be honest about where you are and where you’re going. When people feel included, they are more motivated.
6. Culture and Inclusion Still Need Work
The report shows 12% of professionals have experienced discrimination in their current role – up from 10% last year.
Culture isn’t a poster on the wall. It’s how people feel day-to-day. People want a workplace where they feel like they belong. That’s a culture issue. And culture starts at the top.
At Core3, we understand the importance of workplace culture. It’s one of the main reasons our team stay. We regularly participate in 360° feedback and psychometric testing to improve self-awareness and align with our B Corp values.
We want every member of the team to be the best they can which is why we’ve committed to regular leadership training. Two days every month are dedicated to personal development where our current leaders get to upskill and our leaders of the future begin to learn their craft.
We enhanced team well-being through initiatives like our annual retreat – a two-day digital detox in nature with no phones, no work chat, and just a focus on being present in the moment. We’ve also introduced wellness activities, including yoga equipment in the office and free gym memberships.
In our daily work, every single placement helps to plant trees around the world, helps to mentor disadvantaged children in Bristol, and helps to provide opportunities and inspire hope and confidence in young people. That has created a company culture entirely different from the daily grind from any other recruitment agency we’ve ever experienced.
If inclusion is just a policy on your website, then now’s the time to change that.
Our Take: The Second Half of 2025 Is a Clarity Test
Nobody expects you to have all the answers. But you do need to be bold enough to communicate where you stand on the stuff that matters. Candidates are more discerning than ever. They’re watching what you say and what you don’t.
So if you want to stand out in Q3 and Q4, be explicit about salary, flexibility, AI and values. Lead from the front – don’t wait for someone else to set the benchmark.
Back up your talk with action. Especially when it comes to culture and inclusion. Because in a year shaped by ambiguity, clarity is the only strategy that works.
If you’re rethinking how you attract and retain the best finance talent, or want help building your employer brand so you can stand out, contact us today. We’re here to help.
