In the fast-paced world of financial services, vacancies can be more than just a temporary inconvenience—they can have a tangible impact on a firm’s performance. For hedge funds, wealth managers, and other buy-side organisations, empty desks in client-facing or sales roles often translate to reduced revenue, client attrition, and mounting workloads for the existing team. Yet, despite the high stakes, many firms find themselves struggling to hire, with roles left unfilled for months. If this sounds familiar, it may be time to reassess your hiring approach and consider strategies that will make the process more efficient and effective.

Every unfilled role comes with a cost, particularly in revenue-generating or client-focused positions. For hedge funds and wealth managers, a vacant desk can mean clients aren’t being properly looked after, backlogs of work are piling up, and existing employees are under increased pressure to pick up the slack. These issues don’t just strain internal teams; they also risk damaging client relationships and eroding trust, which can have long-term implications for the firm’s reputation and bottom line.

The stakes are clear: struggling to hire isn’t just a recruitment issue—it’s a business-critical challenge that requires a proactive and strategic approach.

In today’s competitive talent market, partnering with a specialist recruiter can be the game-changer your firm needs. Recruiters bring tools, expertise, and networks that most firms simply don’t have in-house. At Fram Search, for example, we’ve spent years building relationships with top talent in the buy-side sector, giving us access to passive candidates who aren’t actively looking but may be the perfect fit for your role.

A specialist recruiter allows you to focus on your core business while they manage the recruitment process, from talent sourcing to screening and shortlisting. This not only saves time but also ensures that every candidate presented is highly qualified and aligned with your firm’s needs. In a market where the best candidates are often in high demand, having an experienced recruiter on your side can make all the difference.

One of the most overlooked aspects of hiring is the Employee Value Proposition (EVP). In a competitive job market, attracting top talent requires more than just a competitive salary—it’s about the full package. What does your firm offer in terms of culture, career progression, flexibility, and benefits? How are you communicating this to potential candidates?

Candidates in the financial services sector often have their pick of opportunities, so ensuring that your EVP is compelling and well-articulated is crucial. A recruiter can also help you benchmark your offering against the market to ensure it stands out to the right talent.

A slow or inefficient hiring process can cost you great candidates. In our experience, firms that are struggling to hire often lose top talent because of lengthy timelines, unclear expectations, or inconsistent communication. Ensuring that your interview process is streamlined and professional is essential. Candidates should leave the process feeling positive about your firm, even if they don’t ultimately get the role.

A key part of this is producing a clear and comprehensive job description. A strong job description is more than a list of responsibilities—it’s a tool for attracting and assessing candidates. It sets expectations, outlines the role’s value, and helps both parties align from the start. If you don’t already have one, this should be a priority when launching any recruitment process.

In today’s digital-first world, a firm’s website and online presence are often the first touchpoints for potential candidates. What impression does your website give? Does it convey professionalism, ambition, and a positive culture? Candidates are increasingly researching firms before applying, and any disconnect between your online presence and your actual offering can deter the talent you want to attract.

It’s worth investing in a strong careers page and ensuring your LinkedIn presence reflects your firm’s achievements, culture, and commitment to growth. These small changes can make a big difference in how candidates perceive your firm.

At Fram Search, we’ve been supporting hedge funds, wealth managers, and other buy-side clients with their recruitment needs for over a decade. We understand the unique challenges these firms face, from filling revenue-critical roles to ensuring compliance and operational resilience. Our tailored approach combines market expertise with a deep understanding of your firm’s goals, ensuring we deliver candidates who not only meet the brief but are aligned with your long-term vision.

Whether you’re struggling to hire or simply want to ensure your recruitment process is as effective as possible, we’re here to help. With access to a vast network of industry professionals and a proven track record of success, Fram Search can turn your recruitment challenges into opportunities for growth.

If your firm is ready to secure the talent it needs to succeed, contact us today. Together, we’ll ensure that your desks are filled with the right people to drive your business forward.