Victus Search, Multi-jurisdictional Recruitment Partner for Financial Services 1200 627

Date

25 August 2025

Category

Heading towards the final quarter of the year, hiring managers and HR leaders are already scanning the horizon for the trends that will define next year’s talent market.

In this article, Chris Costi, Director at Victus Search, looks at six trends set to influence specialist recruitment through the end of 2025 and into the new year.

1. AI IS EMBEDDED, NOT EXPERIMENTAL  

The use of AI tools is rapidly becoming standard on both sides of the hiring desk. Algorithmic screening, chat-based assessments and predictive analytics offer hiring managers additional capacity and promise to reduce time-to-hire. Candidates are increasingly turning to language models like ChatGPT or Gemini to refine CVs and presentations, and even plot career paths and shortlist potential employers. 

The question is no longer whether AI should have a place in the recruitment process – that ship has sailed. Now, it’s about how AI can be best used to improve employer-candidate matches while remaining mindful of the risks: depersonalising the process, introducing algorithmic bias, and “black-boxing” the decision-making process. Our position on striking the right balance is outlined in our recent article “AI in Recruitment: Balancing Technology with the Human Touch”. 

2. SPECIALIST SKILLS STAND OUT  

We’re seeing an increasing professionalisation across sectors such as family offices, private capital firms, fiduciary providers, and boutique funds. That has a direct effect on recruitment strategies, with the hiring managers we work with looking to onboard highly specialised talent to fill new niches. The skills in demand are as varied as the organisations themselves – examples include carried-interest accounting, single-family governance, and cross-border regulatory reporting. 

For firms with an eye on the future, emerging capabilities such as AI literacy and data visualisation are increasingly part of our conversations. Our advice is that employers who can articulate the specialist pathways most relevant to their mid- to long-term strategy – and invest in onboarding the relevant talent – will out-compete those still hiring on broad job titles alone.

3. SKILLS-BASED HIRING AS THE DEFAULT  

For rapidly evolving functions such as ESG reporting, cybersecurity, and the digitisation of operations – especially in smaller, boutique firms – agility is business-critical. We’re seeing a shift in thinking at more progressive firms, as hiring teams transition from rigid job descriptions and qualification requirements to prioritising candidates with practical and transferable skills that signal their ability to adapt quickly as the demands and boundaries of their role change over time. 

As a result, hiring decisions increasingly centre on outcomes and competencies over degrees and charter requirements. As a recruitment partner, this enables us to widen the potential talent pool and allows for greater flexibility in cross-sectoral or cross-specialism searches for niche roles. With the right approach, this can lead to stronger, more flexible teams that benefit from diverse thinking and skill sets.

4. EMPLOYER BRANDING AND EMPLOYEE ADVOCACY

Before agreeing to an interview or even submitting an application, today’s candidates do their research – scrutinising Glassdoor reviews, LinkedIn posts and employee TikToks to get the inside track on the company culture. Employer brands need to stand up to this level of scrutiny – and a top-down mission or vision statement no longer fits the bill. 

A credible talent-attraction strategy must be rooted in authenticity, accurately reflecting the employee experience on a day-to-day basis. The firms doing this best are prioritising transparency and leveraging employee-generated content – showcasing successes, CSR initiatives, professional development, day-in-the-life reels – to open the door to interested candidates before they actively engage.

5. A MORE FLEXIBLE, PERSONALISED EVP  

For high-performing professionals, the baseline salary is rarely enough of a draw, especially for those who are not actively seeking a new opportunity. Today’s candidates expect a tailored employee value proposition that covers location flexibility, compressed schedules, well-being support, personalised benefits and clear roadmaps for career progression. 

It’s partly a generational change, with Gen Z professionals driving the trend, but we’re seeing similar expectations across talent demographics. We recommend that hiring teams take the time to audit their EVP through the eyes of key personas (senior fund accountant, compliance officer, investment analyst) and look for opportunities to add meaningful flexibility without compromising client service.

6. ACCESSING THE SILENT MAJORITY  

In light of the five trends we’ve discussed above, employers looking to fill roles through Q4 2025 and beyond need laser focus to identify and attract the talent they need to ensure growth and success. But, in specialised markets, the vast majority of top professionals are not actively looking to move roles – realistically, the best candidates for your roles may be the least likely to be reading your job posts. Reaching them requires discreet, trust-based outreach, often via referral networks that have taken years to cultivate. Here, a specialist search partner becomes essential. 

At Victus Search, many of our most niche placements originate from candidates who were not on the open market but were open to the right opportunity when approached professionally. Whether you’re an organisation seeking hard-to-find expertise or a seasoned professional considering your next strategic move, we can help. Contact us today to discuss your aims in confidence.

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