Financial services hiring has shifted up the qualification ladder. According to the GOV.UK Temporary Shortage List Stage 2 report (2026), recruitment in the sector was generally for Regulatory Qualification Framework (RQF) level 6 and above roles, rather than RQF levels 3 to 5. In plain terms, that means employers are competing hardest for degree-equivalent and higher-qualified professionals, not junior administrative staff.
That pattern tells you something important about where the market is heading. As wealth platforms scale and more people seek advice on pensions, investments and tax, the roles opening up tend to need deeper expertise and regulated status. The talent pool for these roles is narrower, and that changes how you should plan your hiring.
The demand concentrated at RQF level 6 and above, as noted in the GOV.UK Temporary Shortage List Stage 2 report (2026), points squarely at regulated advice and planning roles. Think financial advisers and planners, paraplanners moving into advice, compliance specialists and client-facing wealth professionals who hold recognised qualifications.
Wealth platforms change the day-to-day too. When technology handles more of the administration and reporting, the human value moves towards judgement, relationships and complex planning. So the people you want combine regulated knowledge with the confidence to guide clients through decisions a platform cannot make for them. That dynamic rewards employers who can spot genuine expertise quickly.
Start with the qualification and the regulatory status, because the sector hiring skews towards RQF level 6 and above, as set out in the GOV.UK Temporary Shortage List Stage 2 report (2026). Be precise about which level and which permissions a role actually needs, so you do not over-specify or screen out strong people who are close to the mark.
Then move fast and stay fair. Qualified advisers have options, so a slow or vague process loses them. Write clear role descriptions, define the client-facing and compliance responsibilities early, and give people a reason to choose you: your platform, your clients, your progression. Treat every applicant as a professional first, and keep the conversation moving.
When the roles you need sit at the higher-qualified end, reach matters. Our recruitment agent manages recruitment end to end for 8% on a successful hire, with no monthly fee and no upfront cost. Tell Reed.ai the role you are hiring for today and we will get started.
