What does financial-services hiring look like right now?

If you run a professional indemnity desk, the shape of your open roles tells you where the team is heading. And the wider picture is clear: financial-services hiring is moving towards regulated, higher-qualified work. Recent government analysis found that, in the financial-services sector, recruitment was generally for Regulatory Qualification Framework (RQF) level 6 and above roles, rather than the RQF 3 to 5 levels below them GOV.UK - Temporary Shortage List: Stage 2 report.

In plain terms, RQF 6 sits at degree level. So the roles being advertised lean towards technical judgement and qualification, not entry-level admin. For a broker team scaling its PI book, that matters. The people you most need are the ones who can read a risk, price it and stand behind the advice.

Which roles and dynamics should a broker team watch?

Open PI roles rarely sit alone. When you post for a broker or an account handler with genuine PI knowledge, you are usually signalling growth across the desk: more clients, more renewals and more complex risks to place. That pulls in supporting roles too, from claims to compliance.

The qualification signal is the one to plan around. Because financial-services recruitment skews to RQF level 6 and above rather than RQF 3 to 5 GOV.UK - Temporary Shortage List: Stage 2 report, you are competing for a smaller, more specialised pool. That changes how you attract people and how quickly you move once you find them.

How do you hire well for a regulated broker team?

Start with the outcome, not the job title. Write down what a strong PI hire actually does in their first 90 days: the risks they place, the clients they hold, the decisions they own GOV.UK - Temporary Shortage List: Stage 2 report. That clarity helps you screen for judgement rather than just years on a CV.

• Define the regulated responsibilities up front, so qualification level and competence are clear before you interview.
• Screen for technical judgement with real scenarios: how would this person handle a difficult renewal or a borderline risk?
• Move quickly once someone strong appears, because specialist talent rarely stays on the market for long.
• Check cultural fit for a growing desk, where people often wear more than one hat.

Speed and specificity win here. When recruitment is concentrated at higher qualification levels GOV.UK - Temporary Shortage List: Stage 2 report, a slow or vague process loses you the very people you need most.

How can we help you build your PI team?

That is where Reed.ai fits. We search a database of 15 million candidates to find people who match the regulated, specialist roles a growing broker team is filling, and we manage the process 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. Tell us about your next PI role and we'll get to work.

Sources

• GOV.UK - Temporary Shortage List: Stage 2 report