Jersey professionals are placing more emphasis on salary when considering a new role as the cost-of-living continues to put pressure on household finances.
Research by Kendrick Rose finds the proportion of respondents identifying pay as their top priority has tripled over the past two years, rising from 6% in 2024 to 18% in 2026.
Company culture and flexible working remain top of the mind for jobseekers, with 41% and 33% of people polled ranking them first, down from 44% and 35% last year. However, research by the executive recruiter suggests the gender split is widening.
This year 31% of men said pay was their top choice – a significant jump from 14% in 2025. For women it only edged marginally from 8% to 10%. The number of people prioritising flexible working remains consistent, while the number of men prioritising company culture has fallen steeply, from 53% to 41%.
The shift comes despite inflation easing from recent highs. Although price rises have slowed, the cost of everyday essentials continues to rise. Statistics Jersey reported prices increasing by 2.8% during 2025, including a 3.7% increase in the price of food.
Shelley Kendrick, Managing Director, Kendrick Rose, said: “From what we’re seeing in the market there feels like a shift towards more tangible priorities. Salary is coming up explicitly in conversations much earlier as people appear to place more weight on immediate financial security as the cost of living remains high.
“Company culture and flexible or hybrid working remain hugely important for people looking for professional roles in Jersey, however, the gender split between pay and flexible working as priorities is potentially growing. This doesn’t mean women don’t care about pay, or that men don’t care about flexible working. It just signifies that different things matter to candidates across sectors and life stages and serves as a reminder many factors are at play when we help negotiate an offer.”
This is the fourth year Kendrick Rose has conducted a poll of over 100 islanders on LinkedIn and this year the question has evolved to reflect changes in how candidates discuss what they want from a role. Career progression has replaced package as an option, with 8% of respondents selecting it as a top priority.
Shelley said: “Candidates are talking about career progression in a less traditional way, more around development, exposure, and longer-term positioning rather than just title or step changes. Package doesn’t have the same resonance as before. Benefits are either seen as tangible, and akin to pay, or intangible, and potentially covered by a company’s culture, and what it offers employees.
“For employers the message isn’t that salary has replaced culture or flexibility. Candidates are still looking at the whole proposition, but competitive pay appears to be carrying more weight than it has over recent years. Organisations that can clearly demonstrate what they offer in terms of financial rewards and longer-term career development will be in the strongest position to attract the best talent.”
