What if your next big opportunity isn’t listed anywhere?

That’s the reality for most high-level banking and financial services roles. The best opportunities and the best candidates aren’t sitting in job boards or mass talent pools. They’re shared behind closed doors, passed along through relationships, and sealed by trust.

If you’re hiring, the recruiter you choose can be the difference between filling a job and elevating your entire team. And if you’re a candidate, the right recruiter doesn’t just pitch you roles, they help shape your career trajectory.

At The Richmond Group USA’s Banking & Financial Services Division, we talk a lot about the Three C’s—what sets exceptional recruiters apart:

Connectivity – “In-market” doesn’t mean “in the know.”

Recruiters with real relationships unlock real opportunities. They know who’s quietly looking, who’s quietly hiring, and which deals are worth your time. Title alone doesn’t make someone influential in the market; credibility and access do.

Curiosity – Cookie-cutter recruiting doesn’t work.

Good recruiters ask great questions. They want to know what keeps you up at night, what success looks like six months from now, and how hiring the wrong person could derail it all. That level of understanding leads to better placements for everyone involved.

Communication – Silence kills momentum.

We’ve all heard horror stories of “ghosting” recruiters. That’s not how we work. A strong, consistent follow-up process keeps expectations aligned and builds trust over time. Whether you’re actively hiring or passively exploring, you deserve clarity.

The bottom line: The best recruiters don’t just “find people.” They become a trusted extension of your leadership team!

What We’re Seeing in the Market

Of course, the talent market isn’t static and we’re keeping a close eye on what’s shifting.

Despite strong profits across the sector, this quarter’s bonus season yet again left many professionals frustrated. Expectations were high, but reality underdelivered. If you’re a banker feeling overlooked, you’re not alone, we’re already helping candidates explore roles where they feel truly valued. For hiring managers, now’s the time to check in on retention. Underwhelming comp combined with rising workload is a recipe for attrition.

Another major shift? Leadership turnover. With over 11,000 baby boomers (and Gen X-ers) reaching retirement age every day in 2025 (CBS News), banks are facing a generational handoff. Institutional knowledge and leadership stability are at risk unless proactive succession planning is in place. Did you know we don’t just fill back office roles? We recruit for wealth, trust and private banking roles, too! If your firm hasn’t built out its next-gen leadership pipeline yet, don’t wait.

And while compensation still matters, we’re seeing a growing number of candidates prioritize culture over cash. Today’s talent is asking deeper questions: Does this team share my values? Will I feel like I belong here? Is this the kind of leadership I want to align with? Firms that lead with culture—not just salary—are winning stronger, more loyal hires.

There’s also one simple but overlooked factor that keeps surfacing: process. The firms landing top talent tend to run a tight, respectful hiring process. That doesn’t mean rushing—it means clarity, structure, and follow-through. A disorganized process not only loses candidates but sends a poor signal about how the company operates.

Lastly, we’re hearing growing concerns from candidates who feel stalled in their growth. As economic caution ebbs and flows, some employees are wondering: Is my company still invested in me? If your people are asking that question—even quietly—it’s time to act before disengagement turns into turnover.

Conclusion: Make the Right Moves This Quarter

The market is shifting. Candidate expectations are evolving. And firms that stay passive risk falling behind. Whether you’re planning a key hire or rethinking your own career path, working with a recruiter who brings strategy, depth, and true partnership to the table is a must.

At The Richmond Group, we’re not just here to fill roles. We’re here to help you build the future. Let’s talk about what that looks like this quarter.