Banking and wider financial services recruit mostly for senior, qualified roles. In the Financial Services sector, recruitment was generally for Regulatory Qualification Framework (RQF) 6+ roles, rather than RQF 3-5, according to the GOV.UK Temporary Shortage List: Stage 2 report (2026). RQF 6 sits at degree level, so the signal is clear: firms are hiring for expertise, not entry-level cover.
That matters when you size a first liquidity reporting hire. You're not competing for generalists. You're competing for people who understand regulatory reporting, the rules behind it, and the pressure of a reporting deadline. Reading live roles tells you how the rest of the market frames that person before you write a word of your own advert.
Live roles are a free, real-time map of demand. When the sector leans towards RQF 6+ positions, as reported by the GOV.UK Temporary Shortage List: Stage 2 report (2026), you can expect a smaller, more specialised pool of qualified applicants for a first liquidity reporting role than for a broad finance job.
So watch three things. First, how similar roles are titled, because a liquidity reporting analyst, a regulatory reporting analyst and a treasury reporting analyst often overlap. Second, which skills repeat across adverts: LCR and NSFR knowledge, PRA and central bank reporting, and data tooling. Third, how long comparable roles stay live, which hints at how scarce the skill set is. Together these shape a realistic brief.
Start by deciding what your first hire must own. A first liquidity reporting hire usually carries a mix of hands-on reporting and judgement, so separate the non-negotiable skills from the ones a good person can learn on the job. That keeps your pool wide enough to fill the role.
Because the sector skews towards qualified, degree-level roles, as set out in the GOV.UK Temporary Shortage List: Stage 2 report (2026), write the brief around demonstrated competence, not a long wish list. Ask for evidence of regulatory reporting work. Keep your interview short and practical: a real reporting scenario tells you more than a run of general questions. And move quickly, because strong, qualified people in a thin pool rarely stay available for long.
We search 15 million candidates and run recruitment end to end, from a ranked shortlist to a booked interview, so you can scope and fill a first liquidity reporting hire without slowing down your reporting team. Our recruitment agent manages recruitment end to end for 8% on a successful hire, with no monthly fee and no upfront cost. That fee reflects the value of finding the right person and managing the whole process for you. Start sizing your hire with Reed.ai today.
