The brief is getting more senior. Embedded lending, where credit is offered at the point of need inside a non-bank product, is pulling demand towards experienced, regulated specialists rather than entry-level staff. Official guidance points the same way: in the financial services sector, recruitment was generally for Regulatory Qualification Framework (RQF) 6+ roles, rather than RQF 3-5 GOV.UK - Temporary Shortage List: Stage 2 report.
That matters because embedded lending blurs the old lines. A retailer, a software platform or a marketplace can now offer finance, and each one needs people who understand credit risk, consumer protection and the rules that come with regulated activity. The hiring brief widens as a result, and it leans towards degree-level, professionally qualified talent.
Think beyond the lender. Embedded lending creates pull across product, risk, compliance and engineering at once. You need people who can design a credit product, assess affordability, keep it compliant and plug it into someone else's checkout.
The common thread is seniority and regulated expertise. With recruitment skewing to RQF 6+ roles rather than RQF 3-5 GOV.UK - Temporary Shortage List: Stage 2 report, these are hires where qualifications, judgement and track record carry real weight.
Start by writing the brief around outcomes, not job titles. An embedded lending role often spans two or three traditional functions, so be clear about which parts matter most: the risk model, the regulatory sign-off or the integration itself.
Then check for the qualifications the work demands. Because hiring in this sector leans towards RQF 6+ roles rather than RQF 3-5 GOV.UK - Temporary Shortage List: Stage 2 report, screening for the right professional level early saves time later. Use scenario questions that test real decisions: how would this person handle an affordability edge case, or a partner who wants a faster approval journey?
Finally, move quickly. Senior, qualified specialists have options, so a slow process loses the people you most want. Keep interview loops tight, give clear feedback, and be ready to decide.
We built our AI recruitment agent to find the right person fast and manage the whole process end to end. It searches a database of 15 million candidates to surface regulated, senior finance talent, then shortlists, contacts and books interviews for you. Our recruitment agent manages recruitment end to end for 8% on a successful hire, with no monthly fee and no upfront cost. Ready to widen your finance team? Start your brief with Reed.ai today.
