Sales & Trading Compensation Trends Point to a Sell Side Comeback in 2025

Following a period of uncertainty, the US sales & trading sector is showing signs of revitalisation in 2025. The Selby Jennings USA Financial Sciences & Services Talent Report 2025, based on insights from over 1,500 financial professionals, reflects a broader sense of renewed momentum across the financial services industry. In sales & trading, this recovery is visible in compensation trends, hiring patterns, and a notable return of talent to the sell side. 

Sell side trading desks are regaining talent and profitability 

“We are seeing a tremendous return and increase in profitability from sell side sales & trading business units,” shares Paul Byrne, Head of Public Markets and Commodities Trading at Selby Jennings. “Whilst in the middle of one of the most active hedge fund hiring and growth markets, we have seen many instances of buy side talent returning back to the sell side, assuming more flow based or market making roles.”  

This resurgence aligns with market reports from Bloomberg and the Financial Times, which highlight how banks are capitalising on rising interest rates, increased trading volumes, and market volatility to drive revenues, particularly in fixed income, currencies, and commodities (FICC). 

High salaries and strong bonuses are expected, but not guaranteed 

Base salaries remain a key draw for sales & trading talent, with 39% stating they earn over $201k in our survey. But fewer than half (49%) reported a salary increase in the past year, pointing to heightened scrutiny on compensation and tighter merit-based pay frameworks. 

Among those who received base salary raises, most (55%) saw only a 1–5% bump, indicating that while roles remain lucrative, salary progression is slower compared to boom years. 

Bonuses remain a vital component of total compensation. Sales & trading professionals ranked among the most likely to receive a bonus across the entire financial sciences & services industry, according to our survey. However, only 56% said their bonus met expectations. 

This discrepancy mirrors external data. According to the New York Comptroller’s 2025 report, Wall Street bonuses surged 32% in 2024 to a record $47.5 billion, but disappointment still simmered among traders who anticipated even greater payouts amid rising profits. High expectations require clear structures to avoid attrition. 

Return-to-office mandates are reshaping flexibility expectations 

While hybrid work arrangements remain common, the push for full in-office attendance is gaining traction on trading floors. Our survey found 78% of sales & trading professionals still enjoy some level of remote work, but the most common setups were three days working from home per week (29%) or two days (24%).  

While a full return-to-office in unlikely, Paul does expect to see a slow decrease in flexibility over the coming years: “Many of the Tier 1 banks have dialed back remote days to one or two per week. I don’t see full five days in the office becoming the norm again anytime soon, but there have been some groups that are mandating this.” 

Still, flexibility matters. 72% of sales & trading professionals in our survey said flexible working is important when evaluating a new role, although 78% said they’d still accept an offer that required full-time office attendance. Clearly, compensation and career potential are still the stronger motivators. 

Compensation and work-life balance are top dealbreakers for sales & trading talent

When asked what would make them leave a company, the top three reasons sales & trading professionals gave were: 

• Low or no bonus 
• Low base salary 
• Poor work-life balance 

These insights echo trends across the broader financial services market, where high performers are more willing to stay put, even if they’re not happy with certain aspects of compensation – until they’re tempted by something better. While many high performers are more cautious about changing roles, dissatisfaction with compensation or culture can quickly tip the balance. In today’s environment, professionals are evaluating the full package – base pay, bonuses, flexibility, and long-term opportunity – before making a move.  

Paul adds: “It’s a high-performance, high-pressure environment. If the financial upside isn’t clear, or if the culture burns people out, traders won’t hesitate to make a move.” 

The challenge for employers is maintaining competitive pay while supporting retention through structured reviews, clearer bonus rationales, and career development pathways. 

Sales & trading hiring in 2025 is defined by strategy, speed, and structure 

2025 isn’t just about hiring more – it’s about hiring smarter. Buy side shops may still offer appeal through upside and autonomy, but the sell side is regaining ground through flow, structure, and infrastructure investment. 

To attract elite talent, firms can differentiate themselves through: 

• Clear compensation trajectories 
• Transparent bonus mechanisms 
• Well-communicated return-to-office expectations 
• Tangible support for work-life balance 

At Selby Jennings, we’ve seen firsthand how quickly top candidates are snapped up – especially those with expertise in rates, FX, or systematic trading strategies. If your team is hiring this year, speed and precision will be critical. 

Whether you’re refining your hiring strategy or considering your next move in trading, connect with us for data-driven guidance and access to top-tier talent in the market. To find out how the sales & trading experts at Selby Jennings can support your goals, learn more about our sales & trading talent solutions, explore current sales & trading job vacancies at leading firms around the globe, or request a call back today.