We help firms ensure they are equipped to tackle the world of pensions recruitment allowing them to set strategies that work, make better hiring decisions and retain talent for longer.

Navigating the challenges of in-house pensions recruitment in 2025 to ensure you can deal with the challenges of today and be ready for the likes of pension dashboard down the track.

Trustees, Pension Managers and In-House Teams have been battling challenges around pension fund recruitment as a result of legislative changes for year. We take time to explore the options you have to solve them.

Co-Founder Martin Wigfield Takes Full Ownership of Zatori as Investors Kathy Harmer and Adrian Dalby Successfully Exit the Business

Wealth Management Recruiters can fall into the trap of thinking it's all about finding people for roles. Here is why this narrow mindset is a mistake when it comes to delivering first class pensions recruitment!

Pensions Recruiters can fall into the trap of thinking it's all about finding people for roles. Here is why this narrow mindset is a mistake when it comes to delivering first class pensions recruitment!

A key part of Gallaghers plans for their pensions business was to build a new member experience team. Their role was to field non technical queries ensuring members got answers quicker and their pensions technical teams could focus on technical queries. We were tasked with building a team of 15 ranging in seniority in their hub location of Bristol. Gallagher highted specific skills, traits and experience they wanted individuals to have rather then a specific employer or market vertical they wanted individuals to come from. To accommodate this, we deployed our unique 6 touch point system for candidates to ensure they were bought into the recruitment process and ticked all the right boxes. Whilst some might consider the 6 touch point system going above and beyond, it ensured: - A significant reduction in the number of drop outs from at interview stage and beyond - Reduced the number of individuals who were interviewed by the client who ultimately weren't successful - Optimised processes to suit the post covid world of work ensuring they could attract the best talent - Capitalised on the relationships built with the team to provide a comprehensive after care service The project in numbers: Applications: We had over 300, 106 were shortlisted and 194 were filtered out Zatori Interviews: We interviewed 81 candidates of which 43 were filtered out at this stage and 38 progressed to testing Zatori Testing: Of the 38 who took the testing, 25 passed and were progressed with 13 failing The client completed a total of 25 interviews, offering 20 individuals. Of those 20 offers, 15 started with the organisation. This project was completed from start to finish in a total of 12 weeks! 60% of individuals interviewed by the client were ultimately employed. This ratio is double the industry average and saved the client an estimated 36 business hours.

Choosing the Right Wealth Management Recruitment Firm:

Should you apply directly to a business or is using a pensions recruiter a better option?