I n-house pensions teams tell us they struggle to access the right talent through the dated pensions recruitment agency model who take pensions jobs to market with mixed results. We created a new way for UK pension funds to access top pensions talent.

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!

Securing niche talent in highly competitive market places is hard. Buck, A Gallagher company, decided they needed a competitive advantage when it came to attracting the best talent to join them. They set us a very simple task, hire 40 high quality, experienced individuals in a niche market over a 2 year period. Working alongside a newly recruited internal recruitment team, we partnered with Buck on their most difficult assignments (there was no low hanging fruit). By engaging us, we were able to dedicate the time they and the assignments needed to gear them for success. This involved: Strategy: Understanding what the current strategy was and using our insights and data analytics to help them optimise their talent strategy Search: We created a whole new suite of recruitment assets that bought to life their employee value proposition and used them to take an evidence based approach to applicant attraction. Selection: Because we had been involved from the beginning, we knew the teams and their requirements inside out. It meant our vet was thorough and against the specific role requirements. This free's up interview time to be spent on in depth technical assessment as well as a two way 'fit' discussion. Onboarding: We worked closely with Buck and their new onboarding processes to ensure the candidate experience was a positive one. This included completing an aftercare discussion with all successful individuals at various stages throughout their first 6 months in the team. As a  result of recruiting through our talent subscription Buck went from not being able to attract the volumes they need to making the 40 hires in 18 months (not the 24 they ha d planned). This facilitated their growth allowing them to go and secure more new business faster, driving forward the growth of the practice to new levels.

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.