What does financial-services hiring look like right now?

Financial services is hiring for depth, not just headcount. Recent government analysis found that in the sector, recruitment was generally for higher-qualified roles at Regulatory Qualification Framework (RQF) level 6 and above, rather than for the middle band of RQF 3 to 5 GOV.UK's Temporary Shortage List: Stage 2 report (2026).

For building societies, that tells you something important. The roles in demand are the ones that carry judgement, accountability and specialist knowledge. A product coach sits squarely in that band: someone who shapes what a product should do for members, and who raises the capability of the people building it.

Why are building societies creating the product coach role?

Building societies serve members, not shareholders, so the pressure to get products right is personal. Mortgages, savings and everyday accounts have to be clear, fair and genuinely useful. A product coach helps teams make those calls consistently, moving the organisation from one-off decisions to a repeatable way of working.

The demand also reflects where the skills sit. With financial-services recruitment leaning towards RQF level 6 and above the same GOV.UK report, societies are competing for people who combine product thinking, regulatory awareness and the ability to coach others. One product coach can lift the output of an entire team, which is why the role is spreading now.

The work is part product management, part mentoring. A coach sets product standards, sharpens discovery and prioritisation, and helps less experienced colleagues grow into stronger decision-makers. That mix is hard to find, and harder to replace.

How do you hire a product coach well in financial services?

Start with the outcome, not the title. Decide what you want the coach to change: faster discovery, clearer product decisions, a team that improves without constant oversight. Write the role around that, and the right people will recognise themselves in it.

• Define the behaviours you want to see, not just years of experience, so you can assess coaching ability as well as product craft.
• Test for regulatory awareness early, because financial-services roles skew towards higher-qualified, specialist profiles.
• Use a practical exercise, such as critiquing a real product decision, to see how a candidate thinks and how they'd coach a team through it.
• Move quickly, because the strongest people in a tight talent pool rarely stay available for long.
• Be clear on member impact, which motivates the kind of people building societies most want to attract.

Speed and clarity matter most. When specialist skills are scarce, a slow or vague process costs you the very people you're trying to hire. Keep stages tight, feedback honest and the mission front and centre.

How can we help you hire product coaches?

We search 15 million candidates to find people who fit both the product craft and the coaching mindset building societies need, then manage the process end to end so you can keep moving. 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. Tell us what you need today and we'll start building your shortlist.

Sources

• GOV.UK - Temporary Shortage List: Stage 2 report