Three quarters of City finance leaders consider quitting due to burnout, research finds

82% would consider moving overseas for the right opportunity. 

27% had rejected a role due to lack of deal exposure, 25% because it was not a meaningful career step. 

14% had walked away because the recruitment process took too long, with the same proportion doing so due to a disorganised process.

Alex Croft, founding partner at Croft & Co, said: “We’re seeing a generation of senior 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.”

Croft said: “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“Many firms are competing for talent using assumptions that are increasingly out of date.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.”

Elliott said organisations should focus less on individual resilience and more on leadership quality and workplace design. 

She advised investing in management training, promoting leaders with people skills, creating meaningful career paths, recognising the manager’s role in retention and prioritising human leadership skills.