In brief: What does the candidate market 2026 in Austria show?
The candidate market 2026 in the finance sector is ambivalent: Many employees are thinking about changing jobs, but they are acting cautiously. According to the Schulmeister survey, 53% of respondents are planning a job change in 2026, while another 22% are at least considering changing jobs. At the same time, only slightly more than half of those willing to change jobs are actively looking for a new position in Austria.
For companies, this means that the candidate market in Austria exists, but it is harder to reach. Employers looking to attract specialists in finance and accounting need to position their job offers more clearly, highlight development opportunities and approach suitable candidates more actively.
High willingness to change jobs coupled with caution
Around 53 per cent of respondents plan to change jobs in 2026, with a further 22 per cent at least considering a change. According to market observations, this high number of people potentially willing to change jobs is based on the response sample. It is assumed that employees who are willing to change jobs are more likely to participate in the survey. Our experience with direct approaches does not reflect this high willingness to change to such an extent. At the same time, only slightly more than half of those respondents willing to change jobs say they are currently actively looking for a new job. For many employees, changing jobs is therefore less of a natural career move and more of a carefully considered decision that depends heavily on stability, prospects
and concrete incentives – making it more difficult for companies to plan for, but easier to influence in a targeted manner.
"The survey clearly shows that many employees are uncertain and are considering changing jobs, but are not taking immediate action. For companies, this means that the applicant market is there, but is sensitive to conditions and offers," says Mag. Matthias Schulmeister, Managing Director of Schulmeister Management Consulting GmbH. "2026 will therefore be less of a classic recruitment year and more of a year of transformation in finance departments. Companies are no longer searching broadly, but very specifically – and candidates will only change jobs if the prospects, role and security are a convincing fit."
Cautious assessment of job security
The assessment of one's own job security is also mixed. Around a third of respondents believe that their own job could be at risk in the medium term due to the current economic situation. At the same time, the majority still do not feel immediately threatened. Economic uncertainty is therefore present, but so far it has led to caution rather than immediate decisions to leave.
Financial burdens as a real factor of uncertainty
In addition to emotional aspects, the current economic situation is also having a tangible financial impact. Thirty-eight percent of respondents report a decline in their annual income. The economic situation is thus having a direct impact on the personal financial situation of a significant proportion of employees – a factor that is certainly increasing sensitivity to job offers and working conditions.
Leadership and prospects as decisive factors for stability
Regardless of the economic situation, clear patterns emerge when it comes to the reasons for dissatisfaction. Unsatisfactory leadership, a lack of prospects and a poor team fit are particularly frequently cited. At the same time, these factors – alongside a fair salary and interesting tasks – are also among the most important criteria for satisfaction in one's current job and for the attractiveness of a future employer. In an environment characterised by uncertainty, clarity, orientation and development opportunities are becoming increasingly important.
Key finding of the study
The central finding of the Schulmeister job market survey: The candidate market 2026 in the finance sector exists, but it is cautious. Many employees are thinking about changing jobs, but are not actively applying. Companies therefore need to focus more strongly on targeted outreach, clear positioning and credible career prospects.
Survey details
The New Year's survey was conducted for the fourth consecutive time in December 2025. A total of 1,122 employees from the financial sector took part in the online survey.
FAQs: Candidate market and job changes in 2026
The candidate market 2026 describes a labour market in which many employees are generally open to changing jobs, but make career decisions more cautiously than in previous years. In the finance sector, the Schulmeister survey shows that willingness to change jobs exists by the majority, but does not automatically lead to active applications or quiting the job.
According to the Schulmeister survey, 53% of respondents in the finance sector are planning to change jobs in 2026. A further 22% are at least considering changing jobs.
Many employees are thinking about changing jobs, but are cautious due to economic uncertainty, a stronger need for security and unclear career prospects, according to the Schulmeister survey. A job change is being considered more carefully and usually only happens when the role, salary, leadership, development opportunities and stability are convincing.
For companies, the candidate market 2026 means that suitable specialists in Finance and other specialized fields are available in principle, but they are harder to reach. Job offers need to be positioned more clearly and should provide concrete information on tasks, development opportunities, salary, leadership and team culture. A recruitment agency can also assist finding new employees.
Important factors for a job change in 2026 include salary, job security, career development opportunities, leadership quality, team fit and interesting tasks - according to the Schulmeister survey in Austria. In an uncertain economic environment, clarity, trust and credible career prospects are becoming increasingly important.
