Data-Driven Insights on Risk Management Hiring, Retention, and Compensation in 2025

The demand for skilled risk professionals is intensifying, caused by factors varying from relentless market volatility to changing regulations. As financial institutions continue to recalibrate strategies in 2025, one area remains non-negotiable: having the right talent in place to anticipate, mitigate, and respond to complex risks. But attracting and retaining that talent is trickier than ever. 

Drawing on insights from our survey of risk management professionals collated for our USA Financial Sciences & Services Talent Report 2025, plus our Searching Smarter podcast episode featuring Anthony McCann – Executive Director and US Head of Risk Management at Selby Jennings, this article explores the real drivers behind hiring trends in risk management today, and what employers need to offer to compete.  

Salary and bonus trends in risk management 

Risk professionals were among the most likely to receive pay increases in the past year within the financial sciences & services industry, according to our survey results – 66% did – but the majority (61%) saw only raises worth 1–5% of their base salary. While slightly down from the 70% who received a pay rise in 2024, this still reflects ongoing investment in risk talent.

More importantly, 73% received a bonus and 76% said their bonus package met their expectations – a big improvement in bonus satisfaction from 56% the year before. Feeling happier with bonus structures and performance-linked rewards could indicate that firms are better aligning incentives with output and managing expectations more effectively, even in a year of relatively modest salary growth. 

Remote work expectations in risk management 

Flexible working remains a critical factor for risk professionals in 2025. A significant 88% said they have some level of remote work flexibility, with 26% being fully remote and 32% working remotely two days per week.

Although 85% say flexible working is important or extremely important when considering a new role, 65% would still consider jobs requiring full-time office presence. For employers, this highlights that while flexibility is a strong preference, it could be outweighed by factors such as compensation, career growth, or the opportunity to work on high-impact projects. 

Why risk professionals change jobs 

While low base salary (73%), poor work-life balance (70%), and limited bonuses (62%) are the top reasons risk professionals would leave their roles, another unique insight stands out: 60% cited a lack of intellectual stimulation as a key motivator to move on – more than in any other sector surveyed. 

As Anthony explains, "There isn't always a drastic difference in what they're doing in their current role compared to where they're going. So you need to make sure you're bringing an attractive slate around what impact they can make on the business and how they can grow." 

Key drivers of risk management hiring in 2025 

Hiring in 2025 is being driven by more than regulatory compliance. Strategic expansion, internal transformation, and new fund launches are all driving demand for professionals who can bring both insight and stability across key risk functions. 

 However, as Anthony notes, compensation is only part of the equation for attracting risk talent: “A lot of people want to make sure they’re also driven by long-term growth.”  

Candidates are increasingly seeking roles that offer business visibility, strategic impact, and room for advancement. 

How to attract and retain top risk talent in 2025 

To secure top risk talent in a competitive market where expectations are high, firms must act quickly and present strong, well-rounded compensation packages. Beyond pay, it’s important to consider other elements like clear career pathways, attractive benefits and company policies, as well as roles that align with both commercial outcomes and candidate aspirations. 

 “You need to be standing out… and that can be based around compensation, work flexibility, but also around what impact they can make on the business and how they can grow,” says Anthony. 

Want to find out more about how the risk management talent team at Selby Jennings can support your hiring or career goals? Explore our risk management talent solutions, take a look at the current risk management jobs we’re recruiting for, or request a call back today.  

More risk management talent insights from Searching Smarter  

Hear more from Anthony McCann in the Searching Smarter podcast – watch the full episode here. You can also listen on Spotify, YouTube, Apple Podcasts, or wherever you get your podcasts.​