Caution and selectivity will be the watchwords for the finance jobs market in 2026 in the Americas, as employers take longer to make decisions and become far more focused on quality, strategic impact and future-proof skills.
In North America, that shift reflects ongoing economic uncertainty and the accelerating impact of technology. In the Caribbean, meanwhile, skills shortages and regional mobility continue to drive demand, particularly for advisory and compliance expertise.
In the US, hiring sentiment remains positive but hesitant
Wait and see
In the US, hiring sentiment remains positive but hesitant. According to David Curran, senior business director at Hays, employer behaviour is marked by a prolonged period of caution.
He says: ‘Throughout 2024 I was referring to the US labour market as the “wait and see” market,’ with uncertainty around elections, interest rates and recession risks tempering confidence. ‘I’ve been calling 2025 “wait and see 2.0”. It currently looks as though that trend will continue into 2026, with investment hesitancy leading to more cautious hiring and slower decision cycles. Priority is on strategic and essential roles, and quality over quantity.’
His assessment is echoed by Steve Saah, executive director of finance and accounting permanent placement at Robert Half. He says organisations are becoming more targeted in how they deploy finance talent. ‘The hiring outlook for finance and accounting roles in 2026 remains optimistic, but it’s evolving in ways that reflect broader economic and technological shifts,’ he says. ‘Organisations are prioritising positions that directly impact revenue and strategic decision-making.’
Strategic finance
Both recruiters point to a clear move away from transactional work. Automation continues to absorb routine processes, shifting demand towards higher-value roles.
‘Transactional work continues to be automated, pushing demand toward FP&A, business partnering and compliance expertise,’ Curran says. Hybrid working has settled into a stable pattern, while fully remote roles are becoming rarer.
Technology is central to this transition. Saah highlights ‘the growing emphasis on technology skills, especially AI and automation, as companies seek to modernise workflows and improve efficiency’. At the same time, persistent shortages in core accounting roles are increasing compliance risk, keeping experienced professionals in demand.
‘In Canada the emphasis is on building capability for the future’
From volume to value
In Canada, the hiring market is recalibrating. Alistair Houghton, vice president at Hays Canada, describes 2026 as a year of ‘steady but selective growth’, adding: ‘After salary increases peaked at 3.1% in 2025, employers now forecast moderate raises of 3.0%–3.5%. The emphasis is no longer on filling roles quickly, it’s on building capability for the future.’
Digital transformation and ESG regulation are key drivers. According to Robert Half Canada’s Cal Jungwirth, ‘88% of finance departments are either preparing for or actively pursuing digital transformation in the next two years,’ while regulatory complexity is fuelling demand in tax and compliance. However, skills shortages remain acute. ‘68% of finance and accounting managers report that it’s still difficult to hire professionals with the specialised skills they need,’ he says.
Hot and not
Across North America, certain sectors are pulling ahead. Curran identifies financial services, technology, healthcare, datacentres and ESG-driven industries as particularly strong in hiring, with real estate and infrastructure also proving resilient. By contrast, manufacturing and smaller bookkeeping firms are under pressure from automation and tighter margins, while parts of the renewable energy sector are feeling the impact of reduced subsidies.
Robert Half highlights similar patterns, with strong competition for talent in financial services, healthcare and manufacturing. Emerging roles such as AI governance and risk officers, business intelligence specialists and senior tax professionals are reshaping the profession.
Modest but targeted
Salary growth in 2026 is expected to be steady rather than spectacular. In the US, Robert Half projects average increases of around 2.1%, but with sharper uplifts for specialist skills. ‘Compensation is increasingly tied to specialised expertise and not just tenure alone,’ Saah says.
Hays expects junior roles to see increases of 2.5%–3.0%, mid-level professionals 3.0%–3.5%, and senior professionals up to 3.6%, particularly in leadership and ESG-focused roles. In Canada, Jungwirth points to even higher uplifts in niche areas, with senior payroll, financial reporting and corporate tax roles leading the way.
‘Tech literacy with business insight will lead next wave of CFO-ready talent’
Benefits and skills
With pay growth moderating, total reward is taking on greater importance. ‘Salary is just one piece of the equation,’ Saah says, pointing to bonuses, hybrid work and professional development as standard expectations. Hays reports rising investment in upskilling, particularly in AI, ESG and leadership, alongside wellbeing and family-care benefits.
For candidates, the skills message is consistent across the region. Data analytics, ERP mastery, AI and automation fluency, ESG reporting and predictive modelling all feature prominently. ‘Professionals who combine tech literacy with business insight will lead the next wave of CFO-ready talent,’ Curran says.
The Caribbean context
In the Caribbean, recruitment dynamics are shaped by smaller talent pools and strong outward mobility. ACCA’s Global Talent Trends Survey shows high career mobility intentions among finance professionals in the region, while OECD and World Bank data point to resilient services-led growth across many island economies. Demand is strongest for qualified accountants with experience in compliance, audit, public finance and outsourced advisory work, often serving international clients.
The Americas market is defined by intent rather than urgency
Taken together, the Americas’ finance recruitment market in 2026 is defined by intent rather than urgency. Employers are hiring with a sharper sense of purpose, and candidates who can demonstrate strategic impact, digital fluency and adaptability will continue to find opportunities – even in a more cautious market.
