Hiring across financial services is holding up, and the demand sits at the more skilled end of the market. Recent government analysis found that recruitment in the sector was generally for higher-qualification roles rather than entry-level ones a GOV.UK review of shortage roles. In plain terms, employers are chasing people who already hold regulated, advanced qualifications, which makes the same shortlist valuable to both insurers and planning firms.
The wider picture backs this up. Professional, scientific and technical activities saw the largest volume rise in vacancies in the late summer of 2025 ONS vacancy data for November 2025, a category that captures much of the advisory and financial professional workforce. And the national skills outlook points to sustained pressure: demand for key occupations is set to grow by nearly 25% over the next decade, with 1.8 million new priority jobs expected by 2035 Skills England's landmark skills report.
The two fields have always shared a foundation: risk, regulation and long-term client relationships. What's changed is that the skills gap now bites at the same level for both. Recruitment is concentrated in higher-qualification roles across financial services the same GOV.UK shortage review, so an experienced protection specialist and a paraplanner often sit within reach of one another. When one field can't fill a seat, the other becomes a natural source of talent.
Training routes are widening too. Apprenticeships are becoming a serious pipeline in adjacent skilled fields: in AI hiring, they rose from 3% of hires in 2020 to 19% in 2025 a DSIT labour market survey. That same shift toward structured, on-the-job development suits insurance and planning, where regulated competence is built over time rather than bought off the shelf. Grow someone in one discipline, and you often gain a professional who can flex into the other.
Start by hiring for transferable strengths rather than a single job title. Regulated knowledge, client trust and sound judgement carry across both fields, so look for the person who can learn a second product set, not just the one who already knows yours. With demand skewed to higher-qualification roles the GOV.UK shortage findings, the candidates you want are in demand elsewhere, so move quickly and keep the process clear.
Build your own pipeline rather than waiting for the perfect match. Apprenticeships and structured development are proving they can fill skilled roles the DSIT apprenticeship figures, and with 1.8 million new priority jobs on the horizon the Skills England forecast, the firms that grow talent now will have the deepest bench later. Map where insurance and planning skills overlap in your team, and let people develop across both.
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