The Investment Management Talent Trends Firms Need to Know in 2025

Hiring in investment management is accelerating again, but the landscape isn’t what it was. Pay expectations have sharpened. Flexibility remains under scrutiny. And firms that rely solely on traditional incentives are already losing out.  

Drawing on insights from our survey of investment management professionals collated for our USA Financial Sciences & Services Talent Report 2025, plus expert commentary from Nicholas Saglimbene, Director – Head of Investment Management at Selby Jennings, this article explores how firms can remain competitive in one of the finance industry’s most sought-after verticals this year. 

Investment management compensation packages are under the microscope 

Investment management professionals reported some of the highest salaries across the financial services landscape. In our survey, nearly half (46%) said they earned at least $201k annually. Bonus activity also remains strong. In fact, 80% of respondents reported receiving a performance bonus last year, and over one in five earned a bonus worth more than their base salary. 

Despite these positive figures, there's still room for improvement. The majority (73%) of bonuses were discretionary, and only 64% of respondents said their payout met expectations, highlighting a gap that firms must address if they want to retain top performers. According to Nicholas, this year’s compensation figures aligned more closely with candidate expectations than in 2023, when bonuses were often muted or nonexistent. However, high earners still have high expectations, and simply meeting them isn’t always enough to drive satisfaction. 

He notes the increasing influence of long-term incentives, stating, “The third bucket in comp packages, such as carry or equity, has consistently been a major driver for candidates when they look for a new role.” 

In other words, base and bonus are just the beginning. The structure and clarity of compensation matter as much as the figures themselves, especially for senior talent weighing new offers. 

Why equity and titles can tip the scale in investment management

As we’ve already touched upon, our survey results reveal that compensation competitiveness extends beyond base and bonus. More than half of investment management professionals (58%) said an offer including shares or equity would strongly attract them. An even higher proportion (62%) said that career progression or a more senior title would sway their decision to join a new company – more than in any other sector surveyed. 

These preferences suggest that many candidates are thinking long-term. They are weighing potential offers not only based on immediate earnings, but on broader career growth and ownership in the firms they help build. This trend is particularly relevant for mid-level professionals evaluating new opportunities in a buoyant yet volatile market. 

Flexibility is still important, but less consistent  

While flexible work is a benefit as widely valued as ever, access varies across the investment management space. Just under half (47%) of professionals said they currently have flexible working hours, such as flexible start times or core working hours, and 70% said they have some level of remote working flexibility. Most commonly, this equates to two days per week working from home. 

According to Nicholas, flexibility is especially important for experienced professionals balancing family or long commutes. “It’s a good way to show that outside of compensation, the firm takes care of their team,” he shares, highlighting flexibility as a subtle but powerful indicator of culture and values. 

However, hybrid expectations differ by level. Junior staff, who are still in the early stages of development, are often expected to be in the office four to five days a week. Senior professionals, on the other hand, may be offered more autonomy based on their track record. 

Investment management hotspots and hiring movement in 2025 

One area of consistently high demand is private credit. Nicholas notes that while compensation increases in this space were often small, activity has remained strong due to steady performance and ongoing fundraising. The absence of a major dip in 2023 created a sense of stability, which continues to draw both talent and capital into this segment. 

Meanwhile, broader market volatility has become a key factor in candidate behaviour. As Nicholas explains, “Volatility always drives a candidate to question, is their seat volatile?” While turbulence in markets can create trading and investment opportunities, it also prompts professionals to explore new roles – especially those that offer greater security or stability. 

What employers need to prioritise for investment banking hiring 

In today’s highly competitive landscape, simply offering a strong base salary isn’t enough. Firms must take a strategic approach to attracting and retaining talent, starting with transparent, well-structured compensation packages. Equity participation, seniority, and flexibility can all be powerful differentiators, especially for candidates weighing multiple offers. 

Nicholas emphasises the importance of tailoring your pitch: “If you know you’re not going to be competitive with comp at market level or above, then you just have to know what other levers to pull, whether that’s seat longevity, leadership development, or flexibility.” 

Investment management hiring takeaways

Firms that want to stand out in 2025 must balance market-level pay with meaningful, personalised incentives. As expectations rise and career moves become more intentional, investment management teams need to fine-tune their value proposition – not just their compensation strategy.  

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

More investment management hiring insights from Searching Smarter  

Hear more from Nicholas Saglimbene 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.​