"Multi-asset trading demand surges, firms seek tech-savvy partners"

"I’ll skip it. I had experience with them 3 years ago, and it wasn’t professional.” This is one of those answers we still hear from candidates. And in a small market like ours, it’s a tough reminder: reputations stick. When you work with the same talent pool year after year - IT, fintech, or any niche field - you can’t just move on and hope people forget. They don’t.

Hiring across macro and cross-asset desks has continued at a steady clip. Firms are still hiring, just more deliberately. The focus is on traders who can bridge rates, FX, and commodities into coherent books. Platforms want macro portfolio managers who understand correlation, volatility, and how to build systematic overlays into discretionary strategies. At HW Anderson, we’re seeing this global reach reflected in our mandates: a preference for talent that can operate across time zones and translate opportunity from one region to another. This market rewards precision more than size.

As I get more familiar with the investment banking industry and market dynamics, I've seen some interesting trends emerge. After a slow start to the year, Global M&A deals are starting to pick up with a 27% increase in volume since last year.   On the West Coast, California remains the center of tech M&A. In March alone, the state recorded 117 transactions, with tech accounting for 44% of deals. Definitely seeing a movement for AI and cloud infrastructure deals. More and more, Los Angeles and San Francisco are becoming hubs for middle-market M&A, typically ranging from $50M to $2B. Entertainment, gaming, and SaaS dominate LA, while Silicon Valley continues to attract AI-native platforms and vertical SaaS businesses.   These trends are translating into increased hiring for investment banking roles. If you’re looking to add talent to your team, I’d be happy to discuss further.   #InvestmentBanking #MergersAndAcquisitions #SelbyJennings #Recruiting

There’s a quiet shift happening across the Alternatives world right now, and it’s not just about assets, tech, or regulation. It’s about people. The firms leading the way in fund administration and private markets aren’t just scaling their platforms, they’re scaling talent. They’re hiring individuals who can bridge worlds: - Technically sharp enough to understand complex structures and systems. - Commercially savvy enough to speak the language of investors and clients. - Adaptable enough to navigate both operational precision and human relationships. Because in a space built on trust, accuracy, and performance, your platform matters, but your people are your differentiator. I’m seeing a real appetite right now for those who combine deep Alternatives knowledge with curiosity, client empathy, and modern leadership energy. It’s exciting to watch. The next wave of growth in Alternatives won’t just come from better tech, but from better teams. #Alternatives #FundAdministration #PrivateMarkets #InvestmentManagement #Leadership #Talent #Hiring #FinTech #PrivateEquity

“Leadership Hires: The Global Market Has Grown Up” Across the FinTech and RegTech world, from London to New York, Singapore to San Francisco, one thing stands out right now: the market has grown up. The past two years of consolidation, mergers, and regulatory scrutiny have created a very different hiring climate at senior level. Gone are the days when a start-up could raise Series B funding and immediately build a 10-person executive team. Today, every hire must have a business case and measurable return on investment. For UK firms, it is about survival and strategic scaling. For US firms, it is about sustainable market share and meeting tighter investor expectations. Globally, it is about maturity and hiring fewer leaders, but the right ones. We are seeing: RegTech C-suite hires focusing on resilience, not just rapid reach. FinTech boards prioritising compliance, cost discipline, and credibility with regulators. A surge in fractional and advisory roles as firms seek experience without full-time overheads. Leadership hiring has not stopped, it has become smarter. The best opportunities now go to those who can prove they have led through complexity, not just growth. #FinTech #RegTech #Leadership #ExecutiveHiring #GlobalRecruitment #UKFinTech #USFinTech

“Steady Hands in a Shifting FinTech Market” There has been a noticeable recalibration in senior FinTech and RegTech hiring globally over the last few months. In both the UK and the US, boards and investors are calling for steadier hands, but with sharper commercial edges. The exuberant “growth at all costs” era has firmly passed. What is replacing it is a focus on profitability, governance, and regulatory readiness. In practical terms, that means senior hiring is less about founders and disruptors, and more about builders and stewards. Companies are seeking leaders who can guide through uncertainty, not just pitch vision. Experience in capital efficiency, compliance scaling, and investor relations is now valued as highly as product flair. Across my own network, a few clear patterns are emerging: Senior roles are taking longer to sign off, but once approved, are being filled quickly and decisively. Candidates with hybrid skills, combining operational rigour and innovation insight, are landing more offers. Many firms are consolidating global leadership functions into fewer, higher-impact posts. It is a climate that rewards patience, presence, and partnership. Whether you are hiring or being hired, the emphasis is shifting from speed to substance. #FinTech #RegTech #ExecutiveSearch #Leadership #HiringTrends #UKFinTech #USFinTech

How do you compete with Big Tech for top payments & fintech talent? In today’s landscape, it’s no longer just startups vs. scaleups. Big Tech is actively recruiting in payments, embedded finance, and crypto. But you can win. The key is leaning into your unique strengths. Here’s how: 🔵 Embrace mission & impact: In a smaller or growing firm, your engineers, product leads, and risk teams can see the direct impact of their work. That’s hard to replicate at scale. 🔵 Offer autonomy & rapid growth: Fewer layers, faster decisions, and real ownership. Many candidates will value that. 🔵 Culture matters: Giving people freedom in how and where they work signals trust and innovation. 🔵 Design smarter compensation packages: you can be creative with bonuses tied to real impact, equity, wellness or learning perks, and flexibility. 🔵 Speed up hiring & reduce friction: Big Tech’s hiring cycles are long. If your process is lean, empathetic, and fast, you’ll convert more great candidates. If you’re building or scaling a payments or fintech team and want to understand how to punch above your weight in hiring, this article is for you: https://lnkd.in/eHAvEZWV #Fintech #Payments #TalentAcquisition #Recruitment

💡 𝐒𝐡𝐚𝐫𝐩𝐞𝐫 𝐡𝐢𝐫𝐢𝐧𝐠. 𝐅𝐚𝐬𝐭𝐞𝐫 𝐩𝐢𝐩𝐞𝐥𝐢𝐧𝐞𝐬. 𝐇𝐲𝐛𝐫𝐢𝐝 𝐚𝐬 𝐭𝐡𝐞 𝐧𝐞𝐰 𝐝𝐞𝐟𝐚𝐮𝐥𝐭. In FinTech Unfiltered 2025/2026, Kaitlin Edwards breaks down the real shifts shaping Sales & Marketing recruitment: faster hiring cycles, renewed urgency to fill revenue-generating roles, the sharp decline in remote-only work, and the return of candidate leverage for proven performers. If you’re planning headcount, strengthening GTM capability, or competing for top sales talent, this analysis is essential reading. 𝘍𝘪𝘯𝘛𝘦𝘤𝘩 𝘭𝘦𝘢𝘥𝘦𝘳𝘴 𝘤𝘢𝘯’𝘵 𝘢𝘧𝘧𝘰𝘳𝘥 𝘵𝘰 𝘮𝘪𝘴𝘴 𝘪𝘵. Our new FinTech Unfiltered 2025/26 Salary & Employee Insights Survey reveals the data behind pay, culture, and employee sentiment, giving leaders the insight they need to hire smarter and retain top talent. 📥 𝐃𝐨𝐰𝐧𝐥𝐨𝐚𝐝 𝐲𝐨𝐮𝐫 𝐟𝐫𝐞𝐞 𝐜𝐨𝐩𝐲 𝐭𝐨𝐝𝐚𝐲: https://lnkd.in/eyiPNprs #HarringtonStarr #FinTechSalary #FinTechUnfiltered

You might have missed it yesterday if you weren't paying attention.. Morgan Stanley just announced it has launched a dedicated research product covering private companies, featuring reports and research into single names and venture-capital activities. Katy Huberty, Morgan Stanley’s global director of research, said in an interview. “Our private strategy, along with expanding thematic leadership, are our top priorities for the research department next year, and we are hiring on the back of both of those priorities.” TLDR: Morgan Stanley's strategic redeployment of top analysts from public to private company coverage + their recent acquisition of Equityzen reflects the massive shift in value creation to private markets and a broader strategic push centered around trying to capitalize on this interest especially as public markets have faced increased volatility. More broadly, the transaction also highlights the ongoing consolidation within the private markets ecosystem. Two question come to mind: 1) does this lead to heighten competition among financial institutions to offer comprehensive private markets solutions, leading to product innovation and improved services for investors? 2) Does this lead to further consolidation and strategic partnerships within the private markets ecosystem as firms seek to differentiate their offerings and gain a competitive edge. The private market ecosystem is moving so fast, maybe it makes sense to buy/partner vs. build for speed sake. Although private companies are staying private longer, CB Insights recently analyzed funding history, headcount, hiring trends and more to build out our tech ipo pipeline where we broke down 100 + companies we think could go public next. Report in comments

When AI pushes Goldman Sachs to launch a new wave of layoffs… Here’s the article recently published in Les Echos 👇 Goldman Sachs has just announced a limited workforce reduction as part of its new strategy “OneGS 3.0” A plan designed to leverage Artificial Intelligence to improve efficiency across all departments: client onboarding, lending, regulatory reporting, vendor management, and more. ➡️ Many see this as a threat. But what Goldman is doing actually reflects a much deeper transformation, a shift toward working smarter, not harder. 🧠 So what exactly is Goldman planning with AI? - Automating repetitive tasks: KYC, data entry, reporting, internal controls. - Accelerating decision-making through scoring and analytics models. - Refocusing human talent on high-value missions: client relationships, storytelling, deal structuring, strategy. The goal isn’t to replace bankers, it’s to reallocate human value. And that’s a crucial distinction. This isn’t the end of banking. It’s the end of an era where “working hard” meant “working long hours.” AI will take over low-value tasks, but it will make even more strategic those who can: ➡️ Understand clients ➡️ Interpret data ➡️ Challenge AI outputs ➡️ Connect numbers to a vision The analyst of the future won’t spend nights on Excel. They’ll think like a negotiator and a relationship builder, with more time to source deals, identify opportunities, and strengthen client trust. The junior who masters AI will replace the one who doesn’t. That’s why EDGE Skills has prepared a short practice document, to help you train, experiment, and learn how to challenge AI effectively. To get it: 1️⃣ Comment “Interested” below 2️⃣ Like this post ❤️ 3️⃣ Follow EDGE Skills, Jeremy Leroy and Chiara Operto  🔔 4️⃣ Fill out this form → https://lnkd.in/dM5ajRB3