Read the live UK broking market before you advertise

What does the state of financial-services hiring look like right now?

Financial-services hiring has shifted towards the more qualified end of the market. 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 the GOV.UK Temporary Shortage List: Stage 2 report (2026). In plain terms, employers are competing for degree-level and above skill sets, not entry-level ones.

That matters before you advertise. If the live demand sits at RQF 6+, the broking role you post lands in a pool where qualified people already have options. Reading that signal first tells you how sharp your brief and timing need to be.

Which broking roles and market dynamics should you watch?

Broking spans insurance, mortgage, commercial finance and investment desks, and the pull is strongest where regulated qualifications and client books overlap. The government analysis points to demand concentrated in RQF 6+ roles across financial services, rather than RQF 3 to 5 the GOV.UK Temporary Shortage List: Stage 2 report (2026). For a broking vacancy, that usually means you are hiring people with recognised professional standing, not training from scratch.

• Map the specific qualification level the role genuinely needs, so you do not over-specify and shrink your pool.
• Separate must-have regulatory credentials from skills you can develop on the desk.
• Watch who is actively moving versus who is settled with a client book, because the approach differs for each.

How do you hire well in financial services?

Start with the market, not the job ad. When demand concentrates at RQF 6+ in financial services the GOV.UK Temporary Shortage List: Stage 2 report (2026), a vague brief costs you time and strong applicants. Write the role around the exact regulated competence it needs, then move quickly once someone qualified appears.

Three habits help. First, define the qualification bar precisely so recruiters and systems match against it. Second, keep your interview process short and respectful of people who are in demand. Third, be ready to decide, because the best broking people rarely stay available for long.

Where do we fit when you are ready to advertise?

Once you know what the market looks like, we help you act on it fast. Our recruitment agent manages recruitment end to end for 8% on a successful hire, with no monthly fee and no upfront cost, through Reed.ai. Tell us the broking role you need to fill, and we will surface a ranked shortlist so you can move while the right people are still looking.

Sources

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