Compliance is a critical function for any financial services firm. With increasingly complex regulations and the rising costs of non-compliance, experienced compliance professionals are in high demand to help firms manage risks, streamline processes, and stay within regulatory frameworks. But how can organisations effectively attract and retain these valuable experts?
Valentina Ciherean, Senior Consultant at Swiss recruitment firm Robert Walters and specialist in recruiting compliance experts, shares five key strategies to help financial services firms attract top compliance talent.
1. Invest in regulatory training
In Switzerland, compliance professionals need expertise in the local regulatory landscape, with knowledge of broader European or US regulations often required for international operations. Furthermore, fluency in a local language (German, French, or Italian) is frequently necessary in addition to English. Valentina: "Organisations that cover tuition for regulatory qualifications or provide flexible, part-time work arrangements for employees working toward these certifications position themselves as attractive employers. Supporting candidates’ professional growth can be an effective way to make your organisation more appealing to compliance talent.”
2. Siloed vs generalist approach
Large financial institutions often assign highly specialised roles within compliance, but this siloed model doesn’t work as well for smaller or mid-sized firms, where a more versatile approach is essential. Valentina suggests: “One way to attract compliance talent could be to offer part-time arrangements for junior roles, allowing them to advance their qualifications with the understanding they’ll contribute full-time once certified. However, this setup may not suit smaller organisations that need compliance professionals ready to handle a range of responsibilities immediately. In these cases, the investment in qualifications is typically expected from the candidate. Smaller firms can attract professionals with a broad skill set and practical experience, as they can deliver immediate value without requiring extensive additional training.”
3. Offer flexibility and competitive salaries
To attract top compliance professionals, flexibility and competitive salaries are essential. “While many firms are pushing for a return to the office, maintaining a hybrid model with at least one remote day per week can be a strong draw for compliance professionals,” says Valentina. “Hybrid work models support work-life balance and retention. In addition, companies should benchmark salaries to meet or exceed market standards to attract seasoned compliance professionals.”
4. Streamline recruitment with data-driven insights
Data-driven recruitment strategies allow organisations to target the talent they need while ensuring a smooth, responsive hiring process. Compliance professionals are in high demand, so an efficient hiring process that avoids unnecessary delays can make all the difference.
“In my experience, the companies that secure the best compliance talent are those with swift recruitment processes,” says Valentina.
Streamlining steps and reducing response time makes candidates feel valued and respected.
5. Leverage recruitment partnerships
"External partners, such as recruitment agencies, are invaluable in the recruitment process," says Valentina. "They have deep insights into the job market and access to passive candidates who may not be actively searching but are open to compelling offers. They bring the right talent to the right company at the right time, creating a win-win for everyone.”
Recruitment agencies also provide valuable market insights on salary trends, industry standards, and in-demand skills, simplifying negotiations and helping to secure the best hires.
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