Financial services keeps competing hard for people with the right qualifications. Recent government analysis found that in the financial services sector, recruitment was generally for Regulatory Qualification Framework (RQF) 6+ roles rather than RQF 3-5 roles the GOV.UK Temporary Shortage List: Stage 2 report. For a delegated claims hire, that matters: the market is weighted towards degree-equivalent and higher roles, so your benchmark has to start with the level you genuinely need.
Why does this shape your approach? Because a claims function spans a wide range of work. Some tasks sit at a technical, decision-making level that competes directly with that RQF 6+ demand. Others are more process-led. Benchmarking your delegated claims hire against open roles means being honest about which part of that spectrum you're hiring into, so you're not chasing the whole market for a role that only needs part of it.
Delegated claims sits inside a broader cluster of financial-services roles, and the government review grouped its findings at sector level: recruitment was generally for RQF 6+ roles rather than RQF 3-5 roles the GOV.UK Temporary Shortage List: Stage 2 report. Use that as your anchor. If your delegated claims hire needs regulated decision-making authority, benchmark it against the higher-qualification roles competing for the same people. If it's more administrative, benchmark it lower and widen your pool.
The dynamics to map are simple. What qualification level does the role truly require? How much regulatory scope sits with the person? Where does this role fit against your other open roles for seniority and salary band? Answer those three and you have a benchmark that reflects the real market, not a guess.
Start with the benchmark, then build the shortlist around it. Write a job description that states the qualification level clearly, given that sector recruitment skews towards RQF 6+ roles rather than RQF 3-5 roles the GOV.UK Temporary Shortage List: Stage 2 report. Being precise here filters applications before they reach you and speeds up every step that follows.
Do this well and benchmarking stops being a one-off exercise. It becomes the way you brief every role, keep pay fair across your team, and give yourself a clear picture of how long a good hire should take.
Once you know the level you're hiring at, we turn that benchmark into a shortlist quickly. We search a database of 15 million candidates, rank a shortlist in under 30 seconds, contact matched people in under a minute, and can book an interview in under three minutes, so you move from benchmark to conversation the same day. Our recruitment agent manages recruitment end to end for 8% on a successful hire, with no monthly fee and no upfront cost, through Reed.ai. That's recruitment managed end to end, built around finding the right person. Tell us about your delegated claims role and see your shortlist today.
