Most people don’t wake up and make a snap decision to change their job. Often, the urge to move grows stronger over time. You no longer feel challenged at work, or you don’t think your skills are improving. You keep missing opportunities or feeling overlooked by your manager.
Eventually, you start thinking: “Maybe there’s something better out there…”
The average worker changes jobs every five years, and 40% are considering a change. In finance, the timelines shift. A Purchase Ledger Clerk might look for a new role after three years, while a financial controller may stay for closer to seven. The difference often comes down to the skills you’re building, the backing you get for your qualifications, and how much the role still feels like it “fits.” But deciding to move isn’t easy.
The market is sending mixed signals. Skills shortages mean demand, but automation reshapes some jobs before people are ready. Regulations keep changing. Staying feels safe but it can keep you stuck while the industry moves on. Leaving can open doors, but not all lead where you expect. So, how do you make a decision you feel comfortable with?
The Current UK Finance Landscape
Right now, finance in the UK presents a mixed picture. On one hand, there’s no shortage of demand for skilled people. However, some skills are in such short supply that employers are struggling to fill roles.
The gaps are clearest in specialist areas like financial analysis, compliance, ESG reporting and advanced analytics. If your work touches any of those areas, you’re already in a stronger position than most.
The type of employer competing for that talent is changing, too. Traditional firms are no longer the only route. Fintech companies are drawing people in with promises of flexible working, faster career paths, and the chance to work on projects that feel cutting-edge.
Location still matters, though not in the way it once did. London offers higher salaries, but cities like Manchester and Birmingham are building serious finance hubs, often with a better cost-of-living balance. The opportunities are there, but so are the hurdles.
Budget cuts are making hiring difficult for some organisations. The growing need for new talent means interviews and assessment periods often take longer. Competition is still high, particularly now that candidates don’t have to live in a specific area to get a job.
So, what can you do to make decisions easier? Let’s look at a core decision framework.
Core Decision Framework: The Three-Pillar Assessment
A big career decision can feel less daunting when you break it down. The framework here is designed to give you three clear angles from which to look. Each focuses on a part of your working life that will matter as much in three years as it does now.
Pillar 1: Career Capital Analysis
Career capital is the toolbox you carry from one job to the next. A role that keeps adding new tools is helping you grow. A role that doesn’t help you succeed is holding you back.
Start by looking at the basics. What skills have you earned in your current role? What might you develop if you move elsewhere? Is your current employer actively investing in you by helping you experiment with new tools and technologies, or even paying towards certifications like ACCA, CIMA, or ACA? Are you handling everything alone?
Are there any development opportunities you can explore beyond traditional “learning” – like leading projects, managing people, or working with a mentor? Complete this checklist:
- Am I learning skills I’ll need in three years?
- Would my CV be stronger or weaker if I stayed another year?
- Have I gained experience in areas employers actively struggle to hire for?
Stay Indicators:
- A clear, realistic pathway to a more senior or skilled role.
- Ongoing investment in your training and qualifications.
- Hands-on experience in areas like ESG reporting or digital transformation.
Move Indicators:
- Skills have plateaued, with no sign of fresh challenges.
- No financial or practical support for professional qualifications.
- Technology or processes feel years behind the market standard.
The aim is to make this assessment honest, not optimistic. If your role is helping you build rare and valuable skills, there’s a strong case for staying. If not, it may be time to look elsewhere before your momentum stalls.
Pillar 2: Market Position & Compensation
This pillar examines where you sit in the market and whether your pay and benefits reflect your skills. It is not just about the base salary. Pensions, bonuses, job security and the potential to increase earnings all matter.
Start simple, with salary benchmarking. How does your current package align with the market rate? You can learn more about this by checking job listings online or through salary guides. Alternatively, please speak to a recruitment company and get their input.
Remember, skills also affect your market position. Finance professionals with expertise in AI tools such as Python or Tableau are becoming harder to find, which is increasing demand and bargaining power for those with them. If your skills are in that category, you may have more leverage than you realise.
Location plays a part, too. London salaries are typically higher, but higher living costs often reduce the advantage. In cities like Manchester or Birmingham, the headline pay may be lower, yet lower housing and travel costs can leave you financially better off.
Stay Indicators:
- Pay and benefits are at or above the market rate for your role and region.
- The role feels secure, with steady demand for your skills.
- There is a clear route to earn more through promotion, bonuses or skills growth.
Move Indicators:
- Pay and benefits lag behind comparable roles.
- Your skills are undervalued with little sign of change.
- The sector or employer is showing signs of instability.
Pillar 3: Personal Fulfilment & Work-Life Balance
Do you actually feel good about your work and the life it gives you outside the office? You might have the pay, the title, and the career prospects, but if you’re worn down or disconnected, that’s a warning sign.
It’s worth looking honestly at how the job feels on a normal Tuesday, not just in a good week. In one survey, 54% of employees say they’re “quietly cracking” – gradually deteriorating under constant pressure. You might be dealing with clunky systems, difficult managers, or repetitive work grinding away your motivation.
A few months of that can be tiring, and a few years can leave you ready to walk away. Culture matters. A team where people look out for each other can make heavy workloads easier to manage. Flexibility helps, too, whether that’s hybrid working or simply knowing you can get to a school play without it being a big deal.
Stay indicators:
- You feel supported by your manager and your team.
- The workload is consistent but fair, and you feel in control of managing it.
- The culture feels right for you and does not harm your well-being.
Move indicators:
- Stress or exhaustion is a regular feature of the job.
- The culture doesn’t fit, or you feel out of place.
- There’s no flexibility, and personal time is often pushed aside.
Role-Specific Decision Matrices
Not every finance role has the same tipping points. What makes sense for a Financial Controller won’t always apply to a Purchase Ledger Clerk. The decision to stay or move often comes down to where you are in your career, how much you’re learning, and whether your employer is giving you the tools to grow.
According to one report, CFOs leave their roles within two years because they’re exhausted and starting to think about retirement. Professionals in junior roles might stay longer in the hope of gaining experience.
Junior Roles (Purchase Ledger Clerks, Finance Assistants)
At this stage, the focus is on building skills you can take anywhere. Staying can be smart if you’re learning new things every month and see a way forward.
Stay when:
- You’re gaining experience across different finance functions.
- There’s a structured training programme and visible next steps.
- You can see a clear path into more senior positions.
- You’re getting hands-on time with systems and processes that make you more valuable in the market.
Move when:
- The work is purely transactional with no sign of change.
- There’s no support for training or qualifications.
- Automation is coming for parts of your role, and no one’s offering upskilling.
Mid-Level Roles (Management Accountants, Financial Analysts)
By this point, your growth depends on more than technical skills – you need strategic exposure. Staying is worth it if you’re being pulled into decisions, not just reporting on them.
Stay when:
- You’re involved in shaping the future of the business.
- You’re building powerful relationships with stakeholders.
- You’re part of projects that connect finance with other functions.
- You’re starting to lead or manage people.
Move when:
- You rarely get time with senior leadership.
- Your work is repetitive and mostly administrative.
- You don’t have the opportunity to experiment with new skills, like data analytics.
Senior Roles (Financial Controllers, Finance Directors)
At this level, it’s about influence, resources, and whether you’re making an impact, without feeling constantly burned out.
Stay when:
- You’re leading transformation projects, like digital rollouts or major process changes.
- You’re building diverse teams and even mentoring talent.
- You’re involved in significant business events like restructures or expansions.
- You have strong, trusted relationships with the board.
Move when:
- Your input on strategy isn’t valued or acted on.
- You’re stuck with outdated systems and no upgrade in sight.
- There’s no succession plan for your role or strategy ahead.
Red Flags: When Leaving is the Best Option
Most jobs have their rough patches. A busy quarter, a change in leadership, a project that drags on – those things usually pass. Other problems don’t. If they keep chipping away at your health, values, or ability to do your best work, they’re a sign it might be time to step away.
Critical warning signs
- Culture that wears you down. CIPD research found that over one in five UK workers dealt with conflict or harassment last year; in most cases, nothing improved. If you dread walking through the door, it’s telling you something.
- Doubts about ethics or compliance. Once a company’s reputation is damaged, everyone in it feels the effects.
- Signs of financial trouble. Missed paydays, constant “emergency” budget cuts, or leadership avoiding questions about cash flow.
- Work drains your health. Stress headaches, skipped meals, no time for family—these are more than bad weeks.
- Discrimination or harassment. You can’t rely on the culture to protect you if it’s ignored.
Market-specific red flags
- Technology stuck in the past. Old systems with no upgrade can stale your skills before you realise it.
- There is no plan for regulatory changes. In finance, that’s more than risky; it can close doors for you later.
- Rigid about flexibility. If your employer refuses to consider flexibility, you may limit your future options.
- No real inclusion effort. Companies slow to embrace diversity often lag in innovation, too.
Green Lights: When to Stay and Double Down
Not every career crossroad means it’s time to pack a box. Sometimes the signs point in the opposite direction, that you’re in the right place, and leaning in could pay off.
Signs worth paying attention to
- You’re still growing. If you’re learning skills, you’ll need in the next three to five years, you’re building real career capital.
- The business is backing you. Support for qualifications like ACCA, CIMA, or ACA, or budget for specialist training, shows a long-term view.
- Work that excites you. Involvement in projects like ESG reporting, digital transformation, or expansion into new markets can fast-track your experience.
- Strong relationships. Having a mentor, supportive leadership, and colleagues you trust can make a big difference in performance and well-being.
- A culture that fits. When the company’s values match your own, bringing your best self to work is easier.
- Competitive pay and benefits. If your package holds up well against market data, that’s a solid reason to stay.
- Early adoption of technology. Companies investing in AI, automation, and advanced analytics will help you stay ahead of the curve.
- Real diversity and inclusion work. This often reflects a broader commitment to adaptability and innovation.
Making Peace with Your Decision
Deciding when to stay or leave isn’t simple. It’s often a choice you make over time, as more small issues pile up. Meetings feel longer. The projects that once felt challenging now feel routine.
Right now, finance in the UK is moving quickly. Roles that didn’t exist a few years ago are becoming essential. Some companies embrace flexible work, while others move in the opposite direction.
If you’re unsure, slow down. Look at what you’re learning. Think about where those skills could take you. Talk to someone whose opinion you value. Pay attention to the small daily signs, not just the big career markers.
Don’t try to make a decision overnight. Be patient, focused, and move forward with clarity.
Thanks
Rachel
About Rebus Financial Recruitment
Rebus Financial Recruitment provides a specialist and focused recruitment service to its customers, ranging from various organisations, including SMEs, to large PLCs.
We strive to offer both the client and candidate a seamless recruitment experience. Using our expertise, we understand and match employer and employee needs perfectly.
To learn more, contact one of our team members today or call us at 01282 930930.
