How to Hire Finance Talent Strategically During Market Uncertainty

Throughout 2026, financial firms have faced mixed signals when it comes to hiring: while economic activity is expanding, the Federal Reserve has pointed to high uncertainty linked to geopolitical risk, energy prices, inflation, and hiring decisions. For employers, this doesn’t mean freezing recruitment altogether. It means being more intentional about where - and how - you hire. 

As Ben Hodzic, Managing Director at Selby Jennings USA, explains:

That distinction is important. The market may be cautious, but it’s far from inactive. 

Why leading financial firms are hiring despite a cautious market

The Federal Reserve’s April 2026 Beige Book reported that uncertainty is complicating decisions around hiring, pricing, and capital investment, with many firms taking a wait-and-see position. However, it also noted steady to slightly higher employment, low turnover, minimal downsizing, improved labor availability, and increased demand for temporary or contract workers – creating an opportunity for employers. 

While some firms are delaying permanent hiring because they lack confidence in near-term conditions, others are using the same market to secure high-impact financial sciences & services talent before competitors re-enter at speed. 

This is where strategic hiring during market uncertainty becomes a competitive advantage. 

Where competitors are hiring in financial sciences & services 

Leading financial firms are focusing their hiring efforts into functions that protect revenue, manage risk, increase productivity, and strengthen long-term capability. Key areas include: 

• Investment banking and deal advisory remain active. Reuters recently reported that large U.S. banks were expected to post stronger quarterly earnings, supported by interest income and investment banking fees, although geopolitical risk was still adding caution to the outlook.  
• Major U.S. banks are still benefiting from deal activity. Firms including JPMorgan Chase, Citigroup, Wells Fargo, and Goldman Sachs posted strong first-quarter 2026 profits, helped by investment banking activity, mergers and acquisitions, and IPO activity.  
• Private markets and private credit continue to compete for senior talent. Private markets hiring has defied wider caution, with insurance capital supporting demand and senior managing directors seeking compensation packages of $2.5 million and above.  
• AI, financial crime, risk, and compliance hiring markets are also highly competitive, as firms increasingly need professionals who can connect technology, governance, regulatory controls, and judgment. For example, Anthropic and FIS are building AI agents to help banks police financial crime, with human investigators still making final decisions.  

Why top finance talent is more accessible during cautious markets

Periods of uncertainty often make in-demand professionals more open to new opportunities. If their current employer disappoints on bonuses, pauses promotions, or overburdens on workload when budgets tighten, high-performing professionals will start to test the market, creating a strong position for firms that are prepared to act now. 

Selby Jennings’ 2026 USA Financial Services Talent Report found that salary, bonus potential, company reputation, and progression are currently the largest drivers of movement across the financial sciences & services industry. 

Compensation is also steadily moving upwards across the market, with 62% of surveyed professionals receiving a salary increase in the past year, and 77% receiving a bonus. Ensure your offers aren’t based on outdated benchmarks by exploring Selby Jennings’ range of compensation guides. 

It’s important to note that the best candidates are not always active applicants. Many are open to the right conversation if a business can show stability, growth, competitive compensation, and a strong mission. 

The cost of pausing hiring for too long

A hiring pause might protect short-term cost, but it also creates long-term exposure. 

If competitors hire while others wait, they gain access to candidates with fewer competing offers. They build capacity before deal flow accelerates, reduce succession risk, and send a positive message to existing teams that the business is still investing in growth. 

Selby Jennings’ Talent Report found that more than a third of financial services professionals are unhappy at their current company. In an active market where professionals are open to making a move, that dissatisfaction can move quickly from sentiment to resignation, leaving major workforce gaps that take time and cost to fill while competitors benefit from their knowledge and experience.   

How to improve your financial services hiring strategy in 2026

Focus on aligning every hire to a business outcome. Depending on your needs, this could mean prioritizing roles that support: 

• Revenue growth, including investment banking, sales and trading, private markets, and wealth management.
• Risk management, especially across financial crime, compliance, operational risk, credit risk, and model risk.
• Technology and AI adoption, including financial technology, data, automation, and governance roles.
• Succession planning at VP, Director, Managing Director, and C-suite level.
• Retention of high performers, where internal dissatisfaction could create preventable attrition.

Hiring is also being impacted by a generational change in the talent market. New skills gaps are emerging as experienced professionals retire, meaning hiring right now not only requires filling open roles, but securing the next layer of leadership before competitors do.

Ben Hodzic explains further: 

This matters for employers because market uncertainty may slow hiring decisions, but it does not lower candidate expectations. Specialist and senior financial services professionals want to know: 

• Why the role matters.
• How the business is performing.
• How compensation compares to the market.
• What progression looks like.
• How fast the process will move.
• How committed leadership is to the hire.

Checklist: key financial services hiring priorities for 2026

Hiring effectively during market uncertainty starts with focusing on where talent will ultimately have the greatest business impact. Practical steps firms can take now to plan for the rest of the year include: 

• Mapping critical roles against revenue, risk, transformation, and succession plans.
• Identifying where competitors are still hiring.
• Benchmarking compensation before launching a search.
• Building talent pipelines before roles become urgent.
• Keeping interview processes short, structured, and aligned internally.
• Giving candidates clear information on progression, bonus potential, and team remit.
• Moving quickly when the right candidate is engaged.
• Using contract talent where flexibility is needed, while still making permanent hires in core growth areas.

Build the teams your competitors will wish they secured earlier

Market uncertainty is creating a rare opening for U.S. financial sciences & services firms to secure specialist and senior talent before confidence fully returns. 

Selby Jennings helps leading financial institutions identify, engage, and hire the right professionals across key sectors, using specialist market knowledge and established candidate networks to solve complex hiring challenges.  

Request a call back from Selby Jennings to discuss how your firm can hire the financial sciences & services talent needed to move through market uncertainty and come out stronger.