Credit Union Salary Survey and Recruitment Outlook for 2026

As we step into the new year, we want to share insights that come straight from real

conversations. Over the course of 2025, we’ve spoken with hundreds of candidates at

all levels of the Credit Union sector. What follows isn’t theory or guesswork — it reflects

what people on the ground are actually looking for in their careers.

By combining those candidate conversations with ongoing discussions with CEOs,

CFOs and hiring managers across the sector, we’ve built a clear picture of what’s

working, what’s challenging, and what will matter most for recruitment and retention in

2026.

Member Services Officers (MSOs)

When it comes to MSOs, one thing comes through loud and clear: career progression

really matters. While salary is important, most MSOs want to know there’s a future for

them within the Credit Union. For many, that means working towards a QFA and

progressing into a Loans Officer role over time.

Credit Unions that support MSOs with training, development and clear progression

pathways are far more likely to retain good people. Investing early in these roles isn’t

just about filling today’s vacancies — it’s about building your lending team of the future

from within.

Lending Officers and Mortgage Underwriters

This is one of the most competitive areas of the market right now. Throughout 2025,

we’ve seen a significant increase in interest from outside the Credit Union sector for

experienced lending professionals. Smaller mortgage providers and specialist lenders

are actively targeting these candidates.

Because of that, retention is absolutely critical. It’s no longer enough to simply recruit

well — Credit Unions need clear structures in place to keep their lending teams.

Competitive packages, recognition of experience, and visible long-term opportunities all

play a key role in holding onto this highly sought-after talent.

Marketing and Business Development

Marketing roles within Credit Unions are changing quickly. Graduates coming into the

sector are very digitally focused, with strong interest in social media, online campaigns

and data-led marketing. Many Credit Unions are also partnering with digital agencies to

strengthen their presence and compete more effectively with car lenders and finance

brokers.

To attract and retain marketing talent, Credit Unions need to show that digital really

matters internally. Giving people the tools, autonomy and support to try new ideas can

make a real difference — and ultimately helps drive sustainable loan book growth.

Risk and Compliance Officers

We’re seeing a clear move towards bringing risk and compliance functions back in-

house. With increased regulation and the continued expansion of mortgage lending,

Credit Unions want greater control and deeper internal knowledge.

From the candidate side, risk and compliance professionals want to feel trusted,

supported and central to the organisation. Providing the right resources and recognising

the importance of these roles goes a long way towards retention in what is becoming an

increasingly specialised area.

Finance and Operations Leadership

Finance and operations leaders tend to be very loyal when they see a clear path ahead.

However, the role itself has become more demanding in recent years, with increased

regulatory reporting and oversight requirements.

Supporting these leaders with training, systems and realistic workloads is essential.

When finance and operations teams feel backed and valued, they’re far more likely to

stay and grow with the organisation over the long term.

IT Professionals

IT remains an area where many Credit Unions are still catching up. While core software

providers continue to play an important role, strong in-house IT capability is now

essential to support digital services and member expectations.

IT professionals are in demand everywhere, particularly from fintech firms, so

competition for talent is strong. Credit Unions that position IT as a core part of the

business — and offer meaningful work, progression and competitive packages — will be

best placed to attract and retain the right people.

In Conclusion

At the heart of all of this is one simple point: we have our feet on the ground. By

speaking daily with candidates and regularly with CEOs, CFOs and hiring managers, we

understand both sides of the recruitment equation — what Credit Unions need, and

what candidates are really looking for.

Our position as market leaders in Credit Union recruitment gives us what we believe is a

genuine inside line on the challenges and opportunities facing the sector. These insights

are designed to help you plan confidently for 2026 and beyond.

As a recruitment partner, we also maintain a strong CRM of Credit Union-ready

candidates across all levels — from MSOs and lending professionals through to finance

leaders, IT specialists and senior executives. If you have hiring needs in the coming

months, or if you’d simply like to talk through your recruitment or retention strategy with

our in-house team, we’d be delighted to have a conversation.

Salary Bands by Credit Union Size (€)

Role Small CU < €50m assets Medium CU €50 –150m assetsLarge CU > €150m assets

CEO /Chief Executive €55,000 –€95,000 €85,000 – €140,000 €120,000 – €220,000

Operations Manager €38,000 – €52,000 €48,000 – €70,000 €60,000 – €95,000

Risk Manager €40,000 – €55,000 €55,000 – €80,000 €70,000 – €120,000

Compliance Manager €40,000 – €55,000 €55,000 – €80,000 €70,000 – €120,000

Finance / Head of Finance €45,000 – €60,000 €60,000 – €90,000 €80,000 – €130,000

Role Small CU < €50m assets Medium CU €50 –150m assets Large CU >€150m assets

IT Manager €40,000 – €55,000 €55,000 – €85,000 €70,000 – €120,000

Head of Lending €40,000 – €55,000 €55,000 – €80,000 €70,000 –€110,000

Mortgage Underwriter €33,000 – €42,000 €40,000 – €55,000 €50,000 – €70,000

Loans Officer €32,000 – €37,000 €38,000 – €48,000 €45,000 – €55,000

MSO Supervisor €30,000 – €40,000 €36,000 – €52,000 €45,000 – €65,000

Member Services Officer €28,000 – €31,000 €32,000 – €35,000 €35,000 – €42,000

Our team understands the Credit Union model, people-first, community-focused, and

governed with integrity.

Let’s talk talent

If your Credit Union is planning for growth, succession, or renewal in 2026, we’d be

delighted to help you find the right people to drive your success.