When finance professionals weigh a job offer in 2025, the decision isn’t just about the paycheque anymore. While salary remains a major factor, workplace perks, from flexible schedules to professional development opportunities are shaping how candidates decide where to work.

In today’s competitive Canadian finance and accounting market, understanding these priorities is key for both employers trying to attract top talent and candidates negotiating their next role.

The Canadian Finance Job Market in 2025

According to Normandin Beaudry’s 2025 forecast, Canadian employers are budgeting an average salary increase of 3.4% this year, with the total average increase (including extra budgets) at 3.7%. More than 72% of employers plan to grant raises, while 56% of professionals expect one. This underscores a market where competitive pay is still critical  but not the only deciding factor.

Our own insights from the Kassen Recruitment Salary Guide confirm that many candidates are willing to negotiate on base pay if the total package offers long-term career value and supports their lifestyle.

What Candidates Value Most

1. Salary Still Leads, But Not by Much

Salary remains the baseline expectation. Qualified CPAs, analysts, and finance leaders expect compensation to reflect their skills and market demand.

However, in 2025, many professionals will accept a slightly lower salary if the role offers stronger perks especially flexibility, career progression, or unique benefits.

2. Flexibility and Hybrid Work

Hybrid and flexible work arrangements are no longer “nice-to-have” perks — they’re deal-breakers.

Employers who can’t offer this risk losing top talent to competitors who can.

3. Learning and Career Development

Professional development is a key differentiator. Perks like CPA program reimbursement, leadership training, and internal mobility programs can sway decisions.

Normandin Beaudry reports that beyond pay, employers are increasingly offering training and upskilling opportunities to attract and retain talent — especially in competitive sectors like finance.

4. Wellness and Work-Life Balance

Wellness benefits are moving higher on the priority list. A recent industry survey shows 70% of employers view comprehensive benefits as a core retention strategy, while 68% point to work-life balance initiatives (Financial Professionals Association).

From mental health support to fitness stipends, these offerings speak volumes about a company’s commitment to employee well-being.

5. Employer Brand and Values

For Gen Z and younger millennials on leadership tracks, company values matter. Candidates are more likely to join , and stay with,  employers who demonstrate commitments to diversity, sustainability, and community impact.

What This Means for Employers

If you’re hiring finance talent in Canada this year:

• Lead with transparency. Clearly outline compensation ranges in postings.
• Highlight flexibility. Specify your hybrid or remote policy.
• Promote growth opportunities. Showcase training, mentorship, and promotion pathways.
• Showcase your culture. Share real employee testimonials and CSR initiatives.

What This Means for Candidates

If you’re evaluating a job offer:

• Know your worth. Use the Kassen Recruitment Salary Guide to benchmark your role.
• Weigh the whole package. Consider salary, benefits, flexibility, and growth potential together.
• Negotiate smart. Be ready to trade on less important perks for the benefits you value most.

Bottom line: In 2025, the strongest offers strike a balance. Salary still matters but for Canada’s finance professionals, perks and culture can tip the scales.