Hiring in financial services is skewed firmly towards experienced, qualified people. 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, RQF 6+ sits at degree level and above, so employers are competing for people with deep expertise, not entry-level staff.
That matters for broker hiring. Broking roles carry client responsibility, regulatory accountability and revenue targets, so the bar is high and the pool is tighter. When demand concentrates on higher-qualified people, a clear, efficient interview process becomes your edge. The faster and fairer your stages, the more likely a strong broker chooses you before someone else moves first.
Most broker processes run through four recognisable stages, each testing something different. Keeping them distinct helps you compare people fairly and reach a decision quickly.
Because broking sits in a regulated space, the final stage carries real weight. You are confirming that someone can hold client relationships, meet conduct standards and perform from day one. Build each stage around the outcome you need, and you avoid repeat rounds that slow the whole process down.
Start with a sharp brief. Define the qualifications, the products and markets the person must know, and the measurable results you expect in the first year. With demand focused on higher-qualified people GOV.UK - Temporary Shortage List: Stage 2 report, vague requirements cost you time and strong applicants.
Then keep the process tight. Use structured questions so every interviewer scores against the same criteria. Give feedback within a day or two at each stage. Be upfront about compliance and reference checks so there are no surprises near the offer. Experienced brokers often field more than one conversation at once, so a slow or unclear process is the quickest way to lose the person you want.
We search 15 million candidates to surface people who match your broker brief, and we manage the process end to end, from a ranked shortlist through to interview. 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. If you have an open broker role now, we can get a shortlist in front of you fast, so tell us what good looks like and we will take it from there.
