Financial services is one of the most tightly regulated corners of the UK labour market, and that shapes who firms can hire. Recent government analysis found that in the financial services sector, recruitment was generally for Regulatory Qualification Framework (RQF) 6+ roles, rather than RQF 3 to 5 GOV.UK - Temporary Shortage List: Stage 2 report. In plain terms, employers are hiring at degree level and above, for people who bring technical knowledge and professional qualifications rather than entry-level generalists.
That matters for niche lines like jewellery and specie. When demand sits at the senior, qualified end of the market, the pool of ready-to-move people is smaller, and competition for them is sharper. Firms that understand this early plan their hiring around scarcity, not abundance.
Jewellery and specie broking sits at the specialist end of insurance. It covers precious stones, watches, bullion, fine art in some cases, and the secure movement and storage of all of it. London remains a global hub for this kind of high-value, cross-border cover, which keeps a steady pull on brokers, underwriters and claims specialists who know the market.
The roles reflect the complexity. A specialist broker needs to understand valuation, security standards, transit risk and the appetite of underwriters who write this business. Because recruitment in financial services skews towards RQF 6+ qualified roles rather than RQF 3 to 5 GOV.UK - Temporary Shortage List: Stage 2 report, these positions tend to ask for experience, professional study and a track record rather than a standing start. That narrows the field and raises the stakes on getting each hire right.
Start by writing the role for the person you actually need. Spell out the qualifications, the classes of business and the client types, so you attract people who can do the work rather than a wide pool you then have to filter. With financial services recruitment generally pitched at RQF 6+ roles GOV.UK - Temporary Shortage List: Stage 2 report, clarity on level saves everyone time.
Move quickly once you find the right people. In a small, qualified market, the best brokers rarely stay available for long, so a slow process loses them. Keep interviews focused, test for genuine market knowledge, and be ready to decide. Treat every applicant well, too: this is a close-knit sector where reputation travels, and how you hire shapes how people talk about you.
When the people you need are scarce and senior, reach and speed matter. We search a database of 15 million candidates to find and rank the specialists who match your brief, then handle recruitment end to end. Our recruitment agent manages recruitment end to end for 8% on a successful hire, with no monthly fee and no upfront cost. If you are building out a jewellery and specie team, start your search with Reed.ai today.
