What Top Financial Services Candidates Really Want in 2025 (It’s Not Just Salary)
At IRCFS, we interview hundreds of professionals across banking, insurance, fintech, and wealth management every month. And while compensation will always be important, we’re seeing a clear shift in what truly drives top candidates to say “yes” in 2025.
If you’re struggling to attract or secure top-tier talent, the answer may lie in how your role is positioned—not just what it pays.
Here’s what candidates in financial services really want this year, based on real conversations with mid-to-senior level professionals.
1. A Sense of Purpose
Top candidates are asking: “Why does this company exist?” and “How does this role contribute to something meaningful?” This is especially true in fintech, ESG investing, and risk.
What this means for hiring managers: If your organisation is doing something unique or impactful—talk about it. Whether it’s financial inclusion, sustainability, or innovation in regulation, your mission matters.
2. Clear Growth Opportunities
Career development is back at the top of the wishlist, particularly for those who stayed stagnant during the uncertainty of the last few years.
Tip:Offer clarity on career pathways, mentorship, or access to qualifications (e.g. CFA, IMC, CII). Internal mobility and structured learning plans can be major differentiators.
3. Work-Life Integration, Not Just Flexibility
Flexible hours and hybrid options are expected—but today’s professionals also want autonomy, psychological safety, and an environment that respects boundaries.
What candidates tell us:
“I don’t mind working hard—but I want trust and adult-to-adult management.”
“True flexibility isn’t just location—it’s about output over hours.”
4. Strong, Authentic Leadership
People don’t leave jobs—they leave managers. In 2025, leadership brand and visibility matter more than ever. Candidates research their future line managers just as much as the company.
Your edge: Ensure your interviewers are aligned and well-prepared. Showcase leadership that is transparent, supportive, and invested in employee growth.
5. A Hiring Experience That Reflects Company Culture
Candidates will judge your organisation by how they’re treated during the interview process. A slow, disorganised or impersonal hiring journey is now a red flag.
Best practice: Respond promptly. Give feedback, even if it’s a no. Treat candidates like potential brand advocates, because they are.
Final Thoughts
If your team is still leading with job specs, compensation figures, and office perks, it might be time to rethink how you market roles. Today’s top financial services professionals want alignment with values, vision, and growth—salary is just the starting point.
At IRCFS, we help our clients tell the real story behind the role, so the right candidates say yes with confidence.
Ready to reposition your vacancies to attract the best talent in Q3 and beyond? We’d love to help.