Does job-hopping increase your salary in finance?

Job-hopping has become one of the most debated career strategies in finance. For decades, the traditional advice was clear: stay loyal, grow within one organization, and your salary will rise steadily over time.

Today, however, where demand for skilled professionals remains high, roles evolve rapidly, and salary transparency is increasing, many finance professionals are rethinking that approach.

Is staying put actually limiting earning potential? Or does moving between companies unlock higher pay and faster progression?

What the data shows: Salary vs number of companies worked at

One of the most striking findings in our Finance Salary Report is the relationship between salary and career mobility.

When respondents were grouped by the number of companies they had worked for, average salaries increased dramatically with each category:

Professionals who have worked at 1–2 companies reported an average salary of $79,615
Those who have worked at 3–5 companies earned an average of $112,939
Professionals who have worked at 6 or more companies reported an average salary of $206,241

The difference between early-career stability and broad career exposure is significant.

Finance professionals with experience at six or more companies earn, on average, more than $126,000 per year more than those who have spent their careers at only one or two organizations.

This isn’t a small incremental gain, but a structural shift in earning power. The data suggests that varied experience across organizations is one of the strongest indicators of higher long-term compensation in finance.

Why job-hopping is linked to higher salaries

The link between job-hopping and higher pay doesn’t exist in isolation. Several related findings from the survey help explain why professionals who move roles tend to earn more over time.

Broader experience builds stronger skill sets

Each organization operates differently. New roles expose finance professionals to different financial models, systems, industries, reporting standards, leadership expectations, and business challenges.

Over time, this creates a broader and more adaptable skill set. The report highlights how closely skills are tied to compensation.

Respondents who said they were still developing relevant skills earned an average salary of $40,081. Those with several relevant skills earned $110,188, while professionals who reported having mastered relevant skills earned an average of $147,549.

Job-hopping accelerates this skill accumulation. Rather than mastering one organization’s way of working, professionals gain exposure to multiple finance environments, increasing their strategic value and versatility.

Market-driven salary resets

Another key factor is how salaries are adjusted over time. Internal salary increases are often constrained by budgets, pay bands, and formal promotion cycles. Even when responsibilities increase, compensation does not always keep pace.

The survey’s findings on pay progression support this. Many respondents reported taking on more responsibility without receiving a significant pay rise, while others said promotions came with only modest salary increases.

Changing employers allows professionals to reset their compensation based on current market demand, not historical salary decisions.

This is particularly important in finance, where skills can rapidly increase in value as professionals gain experience, manage larger teams, or move into more complex environments.

Access to higher-paying organizations

Compensation in finance varies significantly depending on company characteristics. The survey shows clear salary differences based on company revenue, size, and structure.

For example, professionals working in companies with a dedicated finance team earn an average salary of $124,558, compared to $84,524 for those working in organizations without one.

Similarly, salaries increase in higher-revenue organizations and larger companies. Job-hopping increases the likelihood of moving into these higher-paying environments, opportunities that may not be available through internal progression alone.

Does staying loyal to one company ever pay off?

Loyalty is not inherently a disadvantage, but the data suggests it only pays off when combined with clear progression.

The survey examined average salary by time spent at a current company and found that longer tenure does not automatically result in higher pay.

In fact, the findings suggest that without promotions, expanded scope, or new responsibilities, salaries can plateau over time.

This aligns with broader satisfaction data in the report. When asked about salary satisfaction, 40% of respondents said they were not very happy with their salary, and nearly half felt their pay did not reflect the value they bring to their organization.

In contrast, professionals who move between companies are more likely to experience salary increases that reflect their growing experience and market value.

Job-hopping, leadership, and responsibility

Another important link between job-hopping and higher pay is leadership progression.

The survey shows a strong relationship between the number of people managed and salary levels.

Professionals who manage teams earn significantly more than those without management responsibility, with salaries increasing as team size grows.

Moving between organizations can accelerate access to leadership roles, particularly when internal promotion pathways are limited or slow.

A role change may offer immediate responsibility for a larger team or a broader function, both of which are associated with higher compensation.

This creates a compounding effect over time:

New role brings increased responsibility
Increased responsibility leads to higher pay
Higher pay strengthens negotiating power for the next move

The risks of job-hopping too early or too often

While the long-term financial benefits of job-hopping are clear, the strategy carries risks, especially early in a career.

Entry-level and early-career professionals often benefit from staying long enough to:

Build strong technical foundations
Develop confidence and credibility
See projects through full cycles

The report shows that entry-level salaries vary widely, with many professionals starting their careers in lower salary brackets before progressing upward with experience.

Frequent moves without sufficient depth of experience may limit learning and reduce long-term value.

The highest earners in the survey are not those who moved constantly, but those who combined depth of experience with breadth of exposure.

Job-hopping and salary satisfaction

Salary satisfaction is a recurring theme throughout the report. While compensation is important, it is not the only factor influencing career decisions.

The report found that:

36.4% of respondents prioritise salary in career decisions
39.4% place progression opportunities above salary
24.2% prioritise company culture over pay

Job-hopping appears to support both financial and progression goals.

By moving roles, professionals can pursue higher pay while also accessing new growth opportunities, something many respondents felt was lacking in their current positions.

The bigger picture: What the report really tells us

Taken together, the findings from the Finance Salary Report paint a clear picture.

Finance professionals who work across multiple organizations:

Earn significantly higher salaries over time
Accumulate broader and more valuable skill sets
Gain access to higher-paying companies and roles
Improve their leverage when negotiating pay

At the same time, the data suggests that loyalty without progression can limit earning potential, particularly in organizations where pay increases do not keep pace with responsibility.

Final thoughts: Should finance professionals job-hop?

The data does not suggest that finance professionals should move jobs impulsively or frequently without purpose. Instead, it highlights the value of strategic mobility.

The most successful professionals appear to:

Build strong foundations early
Move roles to expand skills, responsibility, and exposure
Use market opportunities to reset compensation
Balance stability with long-term growth

Ultimately, the question isn’t whether job-hopping increases salary, as it clearly does. The more important question is how and when to move in order to maximise long-term value.

For finance professionals feeling underpaid, undervalued, or stagnant, a carefully chosen next role may be one of the most powerful levers available to increase earning potential and career satisfaction.