Frequent job moves without clear rationale raise red flags

At Rehwald Associates, we work with asset managers, private banks, and investment firms in London to identify and secure the right professionals and leaders for critical roles in one of the world’s most competitive financial centres.

Which profiles are the toughest to secure in London?

Particularly challenging are roles in technology and digital transformation, compliance and regulatory affairs (FCA-related expertise), and ESG and sustainable investment. In addition, positions in client-facing functions such as relationship management, institutional sales, and investment advisory are in high demand.

The reasons: London is a global hub with fierce competition for talent, limited mobility among senior specialists, and the ongoing pull from fintechs and global investment banks offering attractive alternatives.

How do we source the right candidates?

We take a direct, network-driven approach. Our recruitment model combines active sourcing, long-standing industry connections, and referral-based recommendations. We do not rely on job postings – instead, we approach candidates personally and confidentially, with a strong emphasis on long-term career growth.

What matters more than a perfect CV?

A 100% technical match is rarely required. Qualities such as adaptability, motivation, and cultural alignment with the organisation usually carry more weight than a flawless résumé.

Job-hopping – when is it acceptable?

Frequent moves are not automatically negative if they reflect a clear growth trajectory, international exposure, or skill expansion. But job changes without any visible rationale tend to raise doubts – particularly in London’s financial industry, where stability, trust, and reputation are key.

Managing multi-generational and multicultural teams in London

London’s financial centre is highly international and diverse. Successful collaboration depends on mutual respect, open communication, and knowledge transfer in both directions. Blended teams across age groups, combined with inclusive leadership and modern communication tools, foster cohesion.

What really attracts candidates in London?

rom our experience, three elements stand out:

• Workplace flexibility (hybrid work, agile structures, work-life balance),
• clear and international career development opportunities, and
• a company culture that values both performance and inclusivity.

Financial incentives such as pension schemes, equity participation, or continuous professional training are most effective when tailored to an individual’s career stage and lifestyle.