The in-house tax function is under pressure. A gradual accumulation of regulatory complexity, transformation demand, and rising expectations — combined with little headcount growth — has left some teams struggling. That tension is beginning to show in hiring.
What we’re observing
The nature of what organisations are prioritising at mid-to-senior level is changing, and so is the profile of candidates performing well in processes.
For much of the past decade, technical depth was the primary currency at the mid-level. It remains important, but the organisations hiring most deliberately right now are assessing a broader set of qualities alongside it.
At the senior end of the market, structural questions are emerging that go beyond filling immediate roles. The pipeline beneath senior in-house tax leaders is thinner than many organisations anticipated — and as a cohort of experienced leaders approach the later stages of their careers, this is changing how some hiring conversations are being framed.
Compensation, meanwhile, has been more controlled than the volume of demand might suggest, with cost discipline shaping decision-making on both sides. Benchmarks are nonetheless shifting at certain levels, particularly where the gap between experience and seniority has narrowed.
Our 2026 market perspective
We’ve set out our full analysis in JSS’s 2026 In-House Tax Market Perspective — covering role-by-role salary benchmarks, the dynamics shaping hiring at each level, and where we see the market heading over the next twelve months. It’s drawn from live placements and ongoing market conversations, rather than survey data alone.
