2025 Financial Services talent trends

Our Financial Services consultants; Alex Merrick, Client Director and James Salmon, M&A Client Director share their thoughts below on hiring trends, what employers need to implement in 2025 to attract top talent and how employees can enhance their career prospects.

If you’d like support with your hiring strategy, looking for top talent or exploring new career opportunities get in touch with Alex who will be happy. Alternatively, if you’re exploring your M&A options and would like some intel on the market, speak to James who is our M&A expert.

What’s affecting hiring and employment across the Financial Services market? 

Operating costs

Economic uncertainty post-budget has turned the dial on operating cost and has stripped profit from a business’ bottom line, leading to employers becoming more stringent with their hiring needs. As a result, hiring activity for skilled and experienced professionals is tightening.

Lack of new talent entering the market

Retirement continues to be pressing amongst the Financial Adviser community. 60% of the adviser population is expected to consider their retirement options in the coming three to five years. There are clear demographic shifts and not enough sufficient junior-talent joining the profession.

AI and technological disruption

There has been a huge rise in automation and this is only set to continue, which is expected to reduce the need for transitional advisory roles particularly for clients with a 'vanilla' type service, whilst also fulfilling process and administration gaps. Digital transformation now also enables engagement via virtual meetings for instance, which favours the more tech-savvy client and candidate.

Regulatory change

Consumer duty and fair value testing is widening the advice gap, as larger employers seek to implement minimum fee thresholds. The FCA’s and other mandatory regulation requirements will continue to add pressure on operating models and client delivery.

What are the main in-demand roles across Wealth Management?

The most in-demand roles are; Financial advisers and planners, Paraplanners, Regional Managers, M&A specific roles (Integration, Project/Programme Management, Administration, Change, Transformation) and roles associated with compliance, quality assessment and risk assurance.

What are the in-demand skills employers are looking for?

This completely depends on the role and business need, however in general a good, qualified adviser will have strong interpersonal skills and a commitment to continued professional development or further study. It’s also becoming increasingly important for employees to have a good understanding of technology, AI tools and automated data management systems. They also need to be able to use cashflow modelling and adapt to an ever-changing regulatory environment. A candidate’s professional expertise and skillset is their brand, so a high level of professional integrity, alongside competence and an ability to network, whilst being ethical in having difficult conversations, will put someone in a strong position.

From a senior management perspective, businesses are looking for individuals who have both a proven and demonstratable track record, an ability to think strategically (blue sky, growth mindset, innovative) and make an impact. Strong leaders in this sector have a high Emotional Quotient (EQ), and an ability to articulate and execute a vision which promotes certainty, direction and growth whilst still being inclusive and collaborative.

From an operational and compliance perspective employers are seeking individuals with a strong understanding of regulation and the FCA's direction of travel, since dealing with legislation risks faced and a changing regulatory environment is key. It’s also worth noting that candidates with a strong familiarity of new and existing tools that are entering the market, plus the ability to strategise will show to employers they are able to future proof and innovate.

What do employers need to implement in 2025 to be successful?

Employer branding

Employers need to set out their unique differentiators and explain the ‘so what factor’ for professionals. It’s never been more important to create a compelling brand story that brings to life a company’s mission and impact on society.

Benchmark salaries and packages

It's not breaking news that we're in an unstable economic climate where interest rates and the cost of living remain high. Top employers create compelling compensation, reward and package incentives which entice individuals.

Professional career paths

Be clear on your how you will support the longevity of someone’s career, where will the role go next? What support will someone receive from HR and the Learning and Development team?

Be flexible on location to attract diverse talent pools

As competition for top talent grows, it’s crucial that employers don’t restrict their talent pools, the wider they cast the net the greater chance they have of finding the best candidate.

Be ahead of the curve with innovation and technology

Early adopters tend to spur greater interest. Those who are challenging the status quo and trying something different will attract high-performing individuals who want to join a forward-thinking business. The development of AI within Financial Advice is compelling and will enable businesses to do more with less.

What do employees need to focus on in 2025 to enhance their career prospects?

Be proactive and review your circumstances regularly

Financial advice is reviewed annually, and professionals need to stay on top of market developments, regulatory change and business innovation. Being proactive increases the likelihood of finding new opportunities and enhancing career growth.

Learn about AI and technological developments

AI and the development of technology is changing the industry and how businesses operate. To avoid being left behind professionals need to upskill themselves and when it comes to technological and software programmes. In time the impact on operating cost will be significant, and on roles such as administration, paraplanning, and the wider advice process from a file checking and compliance perspective.