Insurance finance is not a quiet corner of the market. IFRS 17 changed how insurers recognise revenue, measure liabilities and disclose results, and the standard did not end demand once it went live. It created a continuing need for people who can run the reporting, refine the models and keep the controls tight quarter after quarter.
The shape of that demand is skewed towards seniority. In the financial services sector, recruitment was generally for Regulatory Qualification Framework (RQF) 6 and above roles, rather than RQF 3 to 5, according to GOV.UK - Temporary Shortage List: Stage 2 report. In plain terms, RQF 6+ maps to degree-level and professional qualifications, so insurers are chasing experienced, technically qualified people rather than entry-level hires.
IFRS 17 pulls together several disciplines that used to sit apart. Actuaries build and validate the contractual service margin and risk adjustment. Financial reporting specialists translate those outputs into compliant disclosures. Systems and data people keep the actuarial and finance engines talking to each other. Controls and audit specialists make sure the numbers hold up under scrutiny.
That is why the roles in demand cluster at the qualified, degree-level end of the market. The Temporary Shortage List: Stage 2 report notes financial services recruitment was generally for RQF 6 and above roles rather than RQF 3 to 5 GOV.UK - Temporary Shortage List: Stage 2 report, which points to a competition for senior, specialist people. When several insurers want the same qualified actuary or reporting lead at once, speed and precision in hiring matter.
Start with the exact scope. IFRS 17 covers a wide surface, so define whether you need modelling depth, disclosure experience, systems integration or controls, and be specific about the sub-ledger, transition approach and reporting cycle the person will own. A sharp brief filters out near-misses before they reach an interview.
Then move quickly and keep the process human. Senior specialists have options, so a slow or vague process loses them. Screen for the technical fundamentals early, involve the people they will actually work with, and be clear about the team, the tools and how success is measured. Test real judgement, not just qualifications, because IFRS 17 work rewards people who can reason through ambiguity.
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