The findings, from Inside the Minds of Dealmakers 2026, are based on a survey of 100 UK finance professionals earning at least £100,000 a year and working across investment banking, private equity, M&A, corporate finance and corporate development.
While respondents remained highly ambitious, the research found many are placing greater emphasis on the quality of opportunities than remuneration alone. More than a quarter (28%) said they would accept a lower salary in return for stronger deal opportunities, while 27% had rejected a role because it did not offer the right deal exposure. A quarter (25%) had turned down a position because it was not a meaningful career move, while 14% had walked away because recruitment processes took too long, with the same proportion citing a disorganised hiring process.
The report also found candidates were increasingly prepared to relocate. More than eight in ten (82%) said they would consider moving overseas for the right opportunity, while 53% said lifestyle would influence that decision.
Alex Croft, founding partner at Croft & Co, said: "We're seeing a generation of finance professionals that remains highly ambitious but is becoming much more selective about where and how they work.
"The traditional assumption that candidates will simply follow the highest salary no longer tells the full story. They're evaluating deal exposure, long-term wealth creation, leadership quality, lifestyle and future opportunity together.
"Salary still matters, but increasingly we're seeing candidates assess the overall quality of a platform, the calibre of leadership, the sustainability of the role and the opportunities it creates for future growth.
"Many firms are competing for talent using assumptions that are increasingly out of date. Candidates want to understand where a business is going, what opportunities they'll gain access to and whether the culture will support long-term success."
The findings also point to burnout as an increasingly important factor in recruitment and retention. Three quarters (75%) of respondents said they had considered leaving a role because of burnout, while 95% reported experiencing at least some symptoms. Nearly three in ten (29%) described their burnout as high or extremely high.
Leanne Elliott, chartered occupational psychologist, workplace consultant and co-host of the Truth, Lies & Work podcast, said: "These findings are significant and, sadly, not surprising. What makes this particularly difficult in high-performance cultures is that burnout has become a badge of honour. Exhaustion is reframed as commitment, while pushing through is mistaken for resilience.
"For recruiters and employers, the message is clear. Experienced candidates aren't becoming less ambitious, but they are becoming much more deliberate about the environments they're prepared to work in."
The report suggests firms competing for experienced finance talent may increasingly need to demonstrate strong leadership, meaningful career progression, high-quality deal opportunities and a well-run recruitment process alongside competitive remuneration.
DOWNLOAD THE REPORT: https://www.croftandco.com/report
ABOUT THE RESEARCH
Croft & Co commissioned an independent survey of 100 senior finance professionals across the UK in April 2026.
Respondents worked across investment banking, private equity, M&A, corporate finance and corporate development. Participants were manager level and above, earned at least £100,000 annually, and worked within investment banks, advisory firms, private equity firms or corporates with in-house corporate development functions.
Research was conducted independently by Research Clever.
