morgan hunt salary survey 2015

T: 020 7419 8900 E: [email protected] W: www.morganhunt.com/finance

Financesalary guidePrivate, public & not for profit sector market trends

CONTENT

03 Public and not for profit sector perspective

04 Charities & not for profit

04 NHS

05 Housing

06 Education & training providers

06 Government

08 Private sector perspective

09 Industry trends

10– 11 Salary analysis

ABOUT OUR SURVEY: The annual Morgan Hunt salary survey provides a comprehensive overview of the financial market recruitment trends and salary levels available. Ideal for benchmarking your teams salaries, your organisations salaries and your own.

2

MESSAGE FROM THE MD

The positive changes within the market have been demonstrated across both the public and private sector finance salaries, a result of the fastest growing economic rate since 2007. This is validated by firms demonstrating an increase in confidence, an appetite for risk, new hires and growth. There is no doubt that the market is now more confident with forecasts on the rise rather than decline, providing an optimistic outlook for the cyclical recruitment market.

The public and not for profit recruitment landscape is changing. With the economy continuing to recover, the search for talent is intensifying particularly

in the charity and housing sectors. Public sector managers are beginning to show flexibility on experience due to the lack of extensive short-listed candidates. The general election will undoubtedly impact public sector recruitment over the coming year; another wave of cuts will drastically deter this wave of growth. Further austerity measures will no doubt put a dampener on the improvements we’ve seen during recovery.

However, in the private sector there is evidence of firms taking the same rigid approach to hiring used in previous years, when there was a considerable lack of talent movement. Evidence from our survey suggests that firms who recruit on the basis of qualification, competency and personality found themselves with a higher calibre of shortlisted prospects rather than recruiting solely on the basis of ‘sector experience’. If firms are more flexible, they will hire better talent.

With accountancy firms predicting financial stability and growth, evidence shows a major lift in hiring, a significant top four firm recently had over six hundred vacancies based on growth opportunities alone. Positions with the highest demand in this sector remain audit and assurance jobs, which have a small talent pool currently willing to move.

As the market improves, there is a distinct shift favouring the candidates. Multiple interviews in a variety of firms is also the norm for high calibre individuals. Candidates are demonstrating confidence in their ability to move jobs, especially when it comes to progression into new roles within competing firms; this is particularly prevalent in the professional service market, including the property and real estate sectors.

Larger corporations top priority still remains cost saving, and as a result we’ve seen an influx of shared service centres set up across the UK. This has presented more opportunities for transactional support staff with less experience, as the emphasis has been in controlling operations within the UK rather than off-shoring finance to other low cost countries.

Qualification still plays a significant role in salary differentiation with a busier part qualified (PQ) market creating candidate confidence. Interestingly the PQ market still seems to be replacement driven, rather than companies expanding their core bank of studying finance staff. The PQ market is currently experiencing the biggest skills gap to date with high-calibre experienced accountants having a multitude of options, particularly from corporate firms.

In the qualified market however we’re seeing a flood of middle-management job opportunities with more SME’s returning to the market, recruiting high level financial controllers or FD’s in order to help them capitalise on growth. An encouraging sign for the year ahead.

Our focus for 2015 will continue to be in the accountancy, legal, consulting, property, construction, retail, energy and technology markets as we can see major opportunities within these areas. Public sector areas of focus will continue to be within charities and housing along with the regulators and the NHS: all with significant increases in recruitment activity for top finance professionals.

I hope you find the remainder of this report informative in providing you with industry and recruitment insight. If you have any questions or recruitment needs don’t hesitate to get in touch.

Sue Cooper Morgan Hunt - Managing Director

The results of our latest salary survey suggest an optimistic outlook for the cyclical recruitment market.

Finance salary guide 2015 | Private, public & not for profit sector market trends


Public sector perspective

Stuart Furneaux | Senior Manager

Stuart has over fourteen years recruitment experience within accountancy and finance and has a proven track record of recruiting at all levels, delivering bespoke recruitment solutions.

As the public and not for profit sector enters 2015, the recruitment landscape is changing. With the economy continuing to recover, the search for talent is intensifying and this will continue as organisations look to expand and hire throughout 2015 and beyond. Not only are recruiters requirements changing, candidates’ approach and confidence in the market has seen a dramatic positive shift and both look set to continue. As the job market continues to improve and with increased growth predicted, recruiters are having to look at more innovative ways of candidate attraction, remuneration and recruitment.

The recruiter in the public and not for profit sector is increasingly turning to candidates who can offer experience and skills from the commercial sector. While like for like sector experience is still in demand for niche accounting roles the need for more strategic accounting positions at all levels is now being cast outside of the sector. Whether these skills are to deal with impending new regulations, integrating finance with organisations strategic aims or offering more effective business partnering, recruiters across the commercial and public sector are now competing for the same candidates. As a result remuneration packages and softer benefits have had to become more competitive. Recruiters also have to look at their own recruitment processes - those that have been able to offer a more nimble approach are more likely to succeed.

Candidates look set to become the main

beneficiaries of this improving and variable market. The profile of the newly qualified ACA candidates remain as in demand as ever. Those with particular experience around analysis, regulations, financial controls and reporting have come to the fore and in turn these candidates are now becoming more confident in considering new opportunities. The more commercially minded candidates are those that recruiters are proactively seeking. For the public and not for profit recruiter, the challenge remains attracting candidates to the sectoral though candidates are recoginising the opportunity to develop their careers the need to for remuneration remains an issue.

The highest rate of recruitment demand has been evident in the charity and housing sectors, a result of the improved economy, diversification and an ever growing population. The search for talent is intensifying in these areas which means organisations will have to become more flexible to fulfil recruitment needs.

Overall the picture for the job market in 2015 remains a positive one, albeit different for recruiters and candidates, as expected salaries have remained stagnant, the trend being that if you want a pay rise you need to move jobs. It would appear public and not for profit sector recruiters will experience varying requirements in terms of skills and experience. Candidates will continue to benefit as the requirements fluctuate. As a result both recruiters and candidates will need to be aware of the ever changing market conditions and adapt accordingly.


Public sector jobs

We recruit for permanent, interim and contract positions for mainstream accountancy and finance at all levels across the following sectors;

Charities and not for profit

Education

Government and regulatory bodies

Housing

NHS

Typical roles we recruit

Director of finance

Head of finance

Finance manager

Finance business partner

Service charge accountant

Capital accountant

Financial / management accountant

Internal auditor

Treasury accountant

Systems accountant

Finance analyst

Finance officer

Credit controller

3

With the economy continuing to recover, the search for talent is intensifying and this will continue as organisations look to expand and hire throughout 2015 and beyond.

18%

Charity

Education NHS

Gov

Housing

Contract jobs2014

24%

18%

22% 18%


Qualified roles Annual salary (range) ) Day rate (range) nge)

Director of finance £60,000+ £300+

Head of finance/Financial controller £45,000 - £60,000 £250 - £350

Finance manager £38,000 - £45,000 £200 - £250

Management accountant/Financial accountant £38,000 - £50,000 £200 - £300

Finance business partner £45,000 - £60,000 £250 - £350

System accountant £35,000 - £60,000 £200 - £350

Internal audit manager £55,000 - £65,000 £300 - £400

Internal auditor £40,000 - £60,000 £200 - £350

Part-qualified roles Hourly rate

Assistant management accountant £28,000 - £34,000 £15 - £18

Assistant financial accountant £28,000 - £34,000 £15 - £18

Operational roles Hourly rate

Credit control and collections £24,000 - £30,000 £14 - £20

Finance officer/Accounts assistant £20,000 - £28,000 £11 - £18

Payroll £20,000 - £35,000 £12 - £20

Purchase ledger/Sales ledger clerk £18,000 - £26,000 £11 - £16

4

Charities and not for profit market trends

The charities and not for profit sector looks set to continue embracing the 2014 commercial perspective throughout 2015 which means recruiting the right talent will remain fiercely competitive.

Diversity in funding and revenue streams dominates both small and large organisations strategic direction, therefore candidates who have experience in maximising both of these are in demand.

Commercially–minded candidates with a real affinity for the organisations values are those that recruiters highly prize. In turn they are being offered opportunities to fast track their careers in exchange for their commercial outlook.

NHS market trends

With the decline of the Commissioning Support Units (CSU’s) the NHS market continues to be dominated by interim recruitment although permanent recruitment has seen a sharp increase which looks set to continue into 2015 asring-fenced money is deployed.

While niche specialist NHS skills and experience are always highly sought after, there is a growing trend to recruit from outside of the sector, especially in permanent roles.

Qualified candidates with a blend of NHS and commercial backgrounds in particular are in the highest demand especially for the CCG’s.

Salary guide | Charities Annual salary Day rate

Qualified roles Hourly rate (range) n

Director of finance (band 9+) £700 - £800

Head of finance (band 8 and above) £500 - £700

Financial planning and analysis (band 8a-c) £400 - £500

Financial accountant (band 6-7c) £250 - £300

Management accountant (band 6-7c) £250 - £300

Capital accountant (band 6-7c) £160 - £250

Finance manager (band 7c-8c) £250 - £300

Internal audit manager £300 - £400

Internal auditor £200 - £250


Assistant financial accountant £13 - £20 (hourly)

Assistant management accountant £14 - £18 (hourly)


Payroll £14 - £20 (hourly)

Credit control and collections £13 - £20 (hourly)

Salary guide | NHS ANNUAL SALARY Hourly rate




Director of finance £60,000+ £300+

Head of finance/Financial controller £45,000 - £60,000 £250 - £350

Finance manager £38,000 - £45,000 £200 - £250

Management accountant/Financial accountant £38,000 - £50,000 £200 - £300


System accountant £35,000 - £60,000 £200 - £350









Payroll £20,000 - £35,000 £12 - £20

Purchase ledger/Sales ledger clerk £18,000 - £26,000 £11 - £16

Qualified roles Hourly rate (range) n

Director of finance (band 9+) £700 - £800

Head of finance (band 8 and above) £500 - £700

Financial planning and analysis (band 8a-c) £400 - £500

Financial accountant (band 6-7c) £250 - £300

Management accountant (band 6-7c) £250 - £300

Capital accountant (band 6-7c) £160 - £250

Finance manager (band 7c-8c) £250 - £300

Internal audit manager £300 - £400

Internal auditor £200 - £250


Assistant financial accountant £13 - £20 (hourly)

Assistant management accountant £14 - £18 (hourly)


Payroll £14 - £20 (hourly)

Credit control and collections £13 - £20 (hourly)

5


Finance director £70,000+ £350+

Head of finance £58,000 - £80,000 £300 - £400

Treasury manager £55,000 - £80,000 £300 - £400

Finance manager £40,000 - £55,000 £200 - £300

Development and capital accountant £38,000 - £55,000 £200 - £300



Management accountant £38,000 - £55,000 £200 - £300

Financial accountant £40,000 - £55,000 £200 - £300





Service charge officer £24,000 - £35,000 £14 - £18


Income/rent assistants £22,000 - £28,000 £12 - £15

Finance officer £20,000 - £28,000 £11 - £15

Payroll £20,000 - £30,000 £11 - £16

Housing market trends

Since the turn of the year, housing organisations have experienced an increased recruitment drive. Whether a g15 or small association, the demand for social housing continues and organisations look to support this by recruiting the right talent.

Increased competition, social reform and regulation have all combined to ensure that 2015 will continue to see high levels of recruitment. The introduction of the new financial reporting standard FRS102 for housing associations will mean recruiting more commercially-minded candidates.

This could involve bringing in a range of new financial candidates including systems accountants, consultants, implementation experts and trainers to name a few.

The majority of public sector candidates will not have experience in dealing with this reporting standard and therefore housing associations may find themselves bringing in more commercially-minded candidates at a higher rate. Organisations, both large and small are all competing for the most commercial talent as they look to adopt a more commercial outlook and structure.

The attraction of more commercial talent can be easier for those that take on a more commercial approach their operations.

Salary guide | Housing Annual salary Day rate

24%

22%

Permanent jobs2014

Public sector total jobs 2014

41% 30%

2% 15%

15%

17%18% 16%

Charity Charity

Education EducationNHS NHS

Gov Gov

Housing Housing




VP finance / Finance director £70,000+ £350+

Head of finance £60,000 - £80,000 £300 - £400

Finance manager £40,000 - £55,000 £200 - £300





Internal auditor £38,000 - £48,000 £200 -£250

Part-qualified roles Hourly Rate



Operational roles Hourly Rate



Payroll £22,000 - £30,000 £12 - £16


Director of finance £80,000+ £400 +

Departmental head of finance (housing/children/adults)

£60,000 - £75,000 £350 - £400

Finance manager £42,000 - £55,000 £250 - £300


Finance systems manager £40,000 - £60,000 £200 - £300







Assistant management accountantt £28,000 - £38,000 £15 - £20


Payroll £22,000 - £35,000 £12 - £20


Finance officer £22,000 - £28,000 £12 - £18


6

Education market trends

The Education sector as a whole continues to experience fluctuating recruitment trends which look set to continue.

One of the common themes when recruiting at the qualified and senior levels has been the requirement of sector experience to deal with complex and reduced funding. Available talent at this level is anever-decreasing pool as demand outstrips supply.

As universities and colleges experience further strains on their finances, this has resulted in widespread restructuring and mergers of certain support services affecting their ability to recruit.

With academies spreading out across the UK, they have looked ideally for a combination of commercial and education sector experience for their talent.

Central and local government market trends

Recruitment levels have seen a gradual increase which looks set to continue throughout the government sector set against a backdrop of reducing costs and tightening budgets.

Mid to senior level recruitment has seen the most activity across central and local government organisations where skills gaps have been created.

Attracting the most commercially-minded talent remains a challenge in an improving market where candidates are presented with more opportunities.

Salary guide | Education

Salary guide | Government

Annual salary

Annual salary

Day rate

Day rate




VP finance / Finance director £70,000+ £350+

Head of finance £60,000 - £80,000 £300 - £400

Finance manager £40,000 - £55,000 £200 - £300





Internal auditor £38,000 - £48,000 £200 -£250

Part-qualified roles Hourly Rate



Operational roles Hourly Rate



Payroll £22,000 - £30,000 £12 - £16


Director of finance £80,000+ £400 +

Departmental head of finance (housing/children/adults)

£60,000 - £75,000 £350 - £400

Finance manager £42,000 - £55,000 £250 - £300


Finance systems manager £40,000 - £60,000 £200 - £300







Assistant management accountantt £28,000 - £38,000 £15 - £20


Payroll £22,000 - £35,000 £12 - £20


Finance officer £22,000 - £28,000 £12 - £18


Financesalary guide2015 | Private sector

8

Private sector perspective

Rob Anderson | Senior Manager

Rob has over seventeen years experience recruiting across accounting & finance in the private sector and has a proven track record of delivering localised expertise across the accountancy and finance markets.

It has been more than eighteen months since the IMF’s warning that the UK was playing with fire and the fiscal strategy in the UK was storing up long-term trouble. Ever since this stinging criticism, the UK economy has grown with forecasts being revised upwards. The IMF subsequently dropped their concerns on the back of several months of positive economic news and the restoring health of the UK.

This transition from recession to recovery clearly took many an expert by surprise. The sentiment of a recovery was well documented; but the reality of the accelerated and sustained recovery has been both surprising and impressive.

Where employers have had difficultly recovering, ‘post survival’ mode continues with a cautious approach when it comes to recruitment. There is however an increasing disconnect between an employer’s perception of a large, motivated talent pool of sector relevant candidates prepared to move for pay parity and the reality of a tightening labour market ensuring greater competition, choosier candidates and a widening skills gap. Expectation has to be tempered with the reality of the requirement and availability.

The focus on London and the South East as the only areas “feeling” the upturn has now spread to most areas of the UK and according to the British Chambers of Commerce (BCC), the second half of 2014 saw the UK’s GDP hit levels unseen since the first quarter of 2008.

With UK employment at near record level of 73.1%, the general feeling is about cautious optimism for sustained growth.

With the optimism however comes a gentle nod to the general fragility and caution of this welcomed recovery. National and international factors ranging from pending interest rate rises to international disputes and a potential energy crisis, is ensuring that we are not at full steam ahead just yet.

In the recruitment world there are mixed messages, winners and losers, areas of growth, areas remaining flat and opportunities for developing.

Our salary guide provides market information and guidance to where you or your organisation’s profile fits in the evolving accountancy and finance sector.

Jobs by sector

We recruit for permanent, interim and fixed term positions for finance at all levels across the following sectors;

Professiona; services including publicpractice, legal and consultancyProperty & construction Oil & gas RetailMedia & leisure

IT & telecoms

Typical job title we recruit

Financial directorFinancial controllerHead of financeSenior manager / Manager Finance managerFinancial planning & analysis (FP&A)Commercial / Business analystAudit managerAudit seniorSemi-seniorService charge accountantFinancial / Management accountantSystems accountantPart-qualified accountantAccounts assistantAccounting support (AP / AR)Credit controlPayroll

The sentiment of a recovery was well documented; but the reality of the accelerated and sustained recovery has been both surprising and impressive.

8.3%

8.3%

Interim jobs 2014

Media

Practice

IT & TelecoProp & Cons

Legal

FMCGEnergy

25%

16.7%

8.3%

8.3%

25%

5.6%

5.6%

Permanent jobs 2014

EnergyFMCGConsultancy

LegalPracticeProp & Cons

Retail

IT & TelcoMedia

19.7%

5.6%

12.7%

9.9%

7%

16.9%

16.9%



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of headhunting of employees and keeping high-profile employees happy.

Client concerns on retaining talent given the widening skills gap have increased dramatically. Retention concerns are based on any number of reasons from: an improved jobs market, static remuneration or benefit concerns, poor work life balance, career and development opportunities. Addressing employee concerns and recognising talent and success with salary reviews and defined progression are increasingly important.

As employers generate greater numbers of vacancies, the talent pool will deplete – therefore employers need to be more aggressive when it comes to convincing job seekers, temps and contractors that the job on offer is better than competitors. Without corporate benefits, flexibility or skills development, securing new hires will prove difficult and different incentives need to be offered.

Similarly, firms looking to expand could bring on board people they haven’t needed before, big data and cloud computing specialists’ especially. To those that don’t have experience recruiting this calibre of talent or are lacking a comprehensive recruitment strategy will find themselves at a real disadvantage to competitors who do.

Massive surge in salary increases contradicts government figures

There is a contradiction of salaries across the accountancy and finance sector. Some individuals can expect significant increases, others at parity and in some instances, salary decreases.

Skills in demand

The accountancy & finance sector is one of the leading barometers of the overall labour market. It remains one of the top industries planning to increase headcount and even during the recession remained comparatively unscathed throughout the darker days.

There has been substantial evidence throughout late 2014 of clients planning on hiring both permanent and professional interims. Demand is growing within both the financial and professional services industries.

With this demand outstripping supply particularly amongst accountancy firms and consultancies, technically strong candidates with an assurance, tax, risk or compliance background will benefit from numerous opportunities due to the scarcity of their skill sets.

It has been forever thus that the academically strong, well trained newly qualified accountant will have clients salivating (especially if they seek technically biased reporting roles). Securing this calibre of talent is often led by their potential rather than depth of experience. Generation Y has grown up and has high expectations from their employers.

Other areas of demand involve in-depth IFRS, UK Gaap or data and business analysis experience supporting key stakeholders.

Hiring climate

The hiring climate is mixed. Simply put, job opportunities are on the rise and expected to increase throughout 2015. However the recruitment market has not fully recovered and where the skills offered are more generic, non-progressive and less career orientated, real wages have actually decreased. This is relevant across all sectors.

Where employers have had difficultly recovering, ‘post survival’ mode continues with a cautious approach when it comes to recruitment. There is however an increasing disconnect between an employer’s perception of a large, motivated talent pool of sector relevant candidates prepared to move for pay parity and the reality of a tightening labour market ensuring greater competition, choosier candidates and a widening skills gap. Expectation has to be tempered with the reality of the requirement and availability.

Attraction and retention

As hiring activity increases, clients should expect competition to intensify – both in terms

Our short snapshot can only provide some of our findings on current conditions.

Executive pay continues to rise and is now at a staggering 162 times greater than the average worker. Shareholder resentment bubbles but top pay awards far outstrip the norm.

Perceived talent and candidate potential ensure the greatest opportunity to significantly enhance salary. Newly or recently qualified finance professionals with strong academics and progressive career histories gained within companies with renowned training, are the most actively sought in the market and are being rewarded.

Much to the frustration of candidates who may tick the skills boxes but be in competition against an ‘industry specific’ candidate, candidates with the right skills gained within a specific industry or sector should expect a premium and are favoured by the majority of clients.

Technical competencies and more “hands on” accounting professionals are more likely to secure opportunities with salary increases.

Non-specific, middle managers or controllers / directors without demonstrable signs of progression and a mix of industries background face the biggest challenge.

Without a specialism or being too niche, options can be limiting but there are always options and methods to secure new opportunities with a salary increase.

Retention

£42 billion

costs

UKthe

a year

7.2%

6%

PracticeProp & Cons

Retail

EnergyFMCGConsultancy

Legal

IT & TelcoMedia

Private sector total jobs

2014

18.1%

4.8%

12%

10.8%

8.4%

16.9%

15.7%



Position ) D Interim rates (per day)

CFO / Group FD £150,000- £500,000+ £80,000 - £150,000+ £500 - £1500

Finance director / Div £90,000 - £135,000+ £80,000 - £120,000 £500 - £1000

Finance controller £65,000 - £100,000 £50,000 - £90,000 £350 - £650

FP&A manager £60,000 - £95,000 £55,000 - £85,000 £350 - £550

Finance manager £50,000 - £90,000 £45,00 - £70,000 £300 - £500

Group accountant £50,000 – £75,000 £45,000 - £70,000 £250 - £400

Management accountant £45,000 - £65,000 £38,000 - £55,000 £225 - £350

Financial accountant £45,000 - £60,000 £38,000 - £55,000 £225 - £350

Financial analyst £45,000 - £60,000 £40,000 - £60,000 £200 - £300

Commercial analyst £45,000 - £70,000 £40,000 - £60,000 £200 - £350

Finance business partner £50,000 - £80,000 £45,00 - £75,000 £350 - £500

Position Interim rates (per day)

Head of audit / director £70,000 - £135,000+ £60,000 £85,000 £400 - £1000+

Internal audit manager £60,000 - £82,000 £60,000 - £70,000 £350 - £700

Internal auditor £48,000 - £65,000 £42,000 - £60,000 £300 - £450

Industry sector / position ) Daily rate (range) Interim rates (per day)

Property / Real estate £50,000 - £55,000 £40,000 - £50,000 £5,000 £220 – £300

Energy £45,000 - £50,000 £40,000 - £45,000 £3,000 £220 – £325

Technology & telecoms £45,000 - £50,000 £44,000 - £48,000 £4,000 £220 – £300

Media £45,000 - £52,000 £43,000 - £48,000 £2,000 £220 – £300

Retail £42,000 - £50,000 £40,000 - £45,000 £3,000 £200 – £300

Legal & consultancy £45,000 - £50,000 £45,000 - £48,000 £0 £220 – £300

FMCG £45,000 - £50,000 £42,000 - £48,000 £3,000 £220 – £300

Financial accountant £45,000 - £60,000 £38,000 - £55,000 £38,000 - £55,000 £225 - £350

Financial analyst £45,000 - £60,000 £40,000 - £60,000 £40,000 - £60,000 £200 - £300

Commercial analyst £45,000 - £70,000 £40,000 - £60,000 £40,000 - £60,000 £200 - £350

Finance business partner £50,000 - £80,000 £45,00 - £75,000 £45,00 - £75,000 £350 - £500

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Salary analysis

Newly qualified 2015

Qualified accountancy

Internal audit & governance

ACA’s moving into industry andCIMA/ACCA’s moving from FTSE businesses

Corporate

Corporate

SMECorporate

SME

Medium-sized

Premium*

Interim rates

*corporate finance experience

Interim rates

Interim rates



11

Position ) Daily rate (range) Interim rates (per day)

Partner £130,000 - £500,000+ £120,000+ £500 - £1500

Director £94,000 - £210,000 £72,000 - £85,000 £350 - £1000

Senior manager £65,000 - £90,000 £55,000 - £65,000 £250 - £500

Manager £50,000 - £65,000 £42.000 - £55,000 £200 - £350

Senior £40,000 - £48,000 £35,000 - £42,000 £175 - £275

Semi-senior £22,000 - £32,000 £19,000 - £30,000 To £180

Position ) Daily rate (range) Interim rates (per day)

Finance manager £40,000 - £55,000 £35,000 - £45,000 £180 – £250

Group accountant £35,000 - £45,000 £30,000 - £35,000 £175 – £225

Management accountant £38,000 - £50,000 £38,000 - £45,000 £200 – £250

Financial accountant £30,000 - £40,000 £28,000 - £35,000 £150 – £180

Financial analyst £40,000 - £55,000 £38,000 - £48,000 £200 – £250

Assistant accountant £26,000 - £32,000 £28,000 - £35,000 £120 – £160

Bookkeeper N/A £28,000 - £35,000 £120 – £160

Position Interim rates (per day)

PQ stage 1 / Operational £20,000 - £29,000 £17,000 - £28,000 £100 – £140

PQ stage 2 / Management £24,000 - £36,000 £18,000 - £32,000 £110 – £150

PQ stage 3 / Strategic £27,000 - £42,000 £24,000 - £36,000 £120 – £180

PQ stage 4 / Professional £30,000 - £45,000 £30,000 - £42,000 £130 – £200

Public practice

Part–qualified accountancy (by position) and qualified by experience

Part-qualified accountancy (by qualification stage)

Top 20

Corporate

Corporate

Small and mid-tier

SME

SME

Interim rates

Interim rates

Interim rates



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St Paul’s Cathrdral

Morgan Hunt5th Floor16 Old BaileyLondonEC4M 7EG

T: 020 7419 8900E: [email protected] W: www.morganhunt.com/finance

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