The global workforce is evolving at speed, and the banking, finance, accounting BFA sector is at the centre of this transformation. To understand what lies ahead, we spoke with Winki Wong, Associate Director of Banking, Finance & Accounting at Links International, who shared her perspective on how hiring strategies, technology, and workforce expectations will shape the industry in 2026.
Strategic Hiring as a Cost-Saving Tool
In 2026, businesses will continue to use strategic hiring to manage costs. One of the most notable shifts is the increased reliance on outsourcing and contracting roles.
“When employees leave, companies are choosing not to replace them like-for-like. Instead, many are opting for mid-level hires, such as senior accountants or assistant finance managers, or even outsourcing roles altogether,” explains Winki.
Contracting is gaining traction. Employers value the flexibility of hiring on a contract basis without long-term liabilities, while candidates are becoming increasingly open to contracting roles in exchange for flexibility. However, Winki highlights a challenge: “Progression can be difficult for contractors, but many enjoy the ability to move between roles while maintaining career momentum.”
The Impact of AI and Automation
Technology is the biggest driver of change across industries, and finance is no exception.
- Accounting Roles: Transactional and clerical positions, such as accounts clerks and invoicing staff, are most at risk of automation. By contrast, roles that require judgment, analysis, or leadership remain essential.
This aligns with wider regional research showing that accounts payable and receivable functions are being increasingly automated or outsourced.
Retention as a Defining Trend
Retention will be a defining recruitment theme in 2026. Winki explaining that employers are doubling down on keeping their best people:
“Employees are not always choosing between multiple offers – they’re actively pursuing new opportunities. Companies are counteroffering more aggressively, because retaining and retraining talent is more cost-effective than onboarding someone new.”
Retention strategies include career development, flexibility, and employer branding, which are becoming just as critical as salary packages in influencing candidate decisions.
Skills in High Demand
As the sector undergoes digital transformation, demand is shifting toward hybrid skill sets:
- Finance professionals with data analytics, SQL, Python, and finance transformation expertise will be highly sought after.
- Risk, compliance, and ESG (Environmental, Social, and Governance) roles will continue to expand, especially with new ESG guidelines being introduced in markets like Hong Kong.
This reflects a broader industry push for professionals who can blend technical finance expertise with digital skills and regulatory awareness.
Attracting the Next Generation of Talent
A generational shift is also underway. For Gen Z candidates, flexibility and culture often outweigh traditional considerations such as salary.
“Gen Z want work they enjoy, and they prioritise company culture and remote work options. Traditional firms and Big Four players struggle to attract them, whereas startups and fintech’s are far more appealing,” Winki observes.
A piece by Deloitte named, ‘Understanding Generation Z in the workplace’, highlights that although salary is still important, Gen Z places less emphasis on it than other generations, often choosing between higher pay and more meaningful work.
This means that employer branding, innovation, and flexible working arrangements will be critical in 2026 for firms hoping to secure top junior talent.
The year ahead will be defined by efficiency, retention, and transformation. Companies will:
- Optimise costs through outsourcing, contracting, and role consolidation.
- Automate routine functions while upskilling talent for advanced finance and data-driven roles.
- Focus heavily on retention strategies to reduce hiring costs.
- Compete for Gen Z and digitally skilled talent with flexibility, innovation, and stronger employer branding.
The BFA sector is no stranger to change, but 2026 looks set to accelerate the pace of transformation. Companies that strike the right balance between cost management, technology adoption, and talent development will be best positioned to thrive.
Whether you’re interested in expanding or restructuring your banking, finance, accounting team in 2026, our experienced team of in-house recruiters are here to help you out. Contact us today to learn more about the services we offer!