The asset management industry has been undergoing significant shifts in its approach to talent acquisition, according to John Lane, co-founder of Landing Point, an executive placement and recruiting firm.
A key trend in the asset management space today is the significant uptick in demand for consulting professionals. According to Lane, this trend has been particularly noticeable in the last few years as firms lean into flexible, project-based work.
“We’ve seen a huge increase in our consulting practice,” Lane explained, noting that asset management firms are increasingly turning to experienced professionals who can join teams immediately and provide expertise for specific, time-sensitive projects.
This shift isn’t about replacing full-time staff but augmenting them for particular projects such as technology overhauls, system implementations, and launching new funds.
Consulting offers firms the flexibility to bring in skilled professionals without committing to a permanent hire. “It’s about supplementing the staff with the right expertise for the project,” Lane says. This model also allows firms to remain nimble in terms of headcount, with the option to convert consultants into full-time employees after the project concludes.
In fact, Landing Point’s consulting business saw dramatic growth, with a 135% increase in consulting revenues in Q1 2025 compared to the same period the previous year. This surge highlights a broader industry shift toward using consultants to meet the demands of complex, short-term projects.
The demand for talent in asset management is expanding across a variety of roles, not just within consulting. While firms continue to need professionals with strong technical and financial backgrounds, other areas of the industry are also seeing a rise in demand. “We’re seeing a lot of growth in areas like accounting, legal and compliance, operations, and IT,” Lane noted.
One of the challenges firms face is the scarcity of qualified candidates, particularly in fields like accounting where there is a growing skills gap. Lane emphasized that there are fewer accountants entering the profession, which is leading to increased competition for these roles. “There are just not enough accountants coming out of school these days,” he explained, “and firms are scrambling to find talent in that area.”
The Return to Office (RTO) and Its Impact on Talent Acquisition
The ongoing debate around the return to office (RTO) policies has had a considerable impact on how firms approach hiring, particularly in financial services.
According to Lane, 2024 marked a turning point as many firms in asset management made a firm shift toward in-office work. “The pendulum swung strongly toward in-office presence,” he said. “Most of our clients are now in the office at least four days a week, with many moving to a five-day schedule.”
This shift underscores the importance of in-person relationships in the asset management industry, where trust and communication are foundational to success. “Asset management is about relationships,” Lane explained. “You build trust through face-to-face interactions, and that’s something firms have come to realize more and more.”
Interestingly, despite initial resistance to returning to the office, even younger professionals are now seeing the benefits of in-person work. “They’re realizing that remote work isn’t providing the career growth they expected,” Lane noted. “Being in the office gives them the chance to learn from mentors, develop professionally, and make the connections that are critical for their careers.”
Despite the uncertainty in global markets, the demand for talent in asset management remains strong. Lane noted that while some firms may be slightly more cautious due to economic fluctuations, most continue to move forward with their hiring plans. “We haven’t seen any significant changes to hiring strategies due to market volatility,” Lane said. In fact, even during slower market periods, firms have kept up with their hiring efforts. In Q1 2025, permanent placements were up 20%, and consulting revenues were up 135%.
However, with demand outpacing supply, competition for qualified professionals is as fierce as ever. “It’s still a market in favor of candidates,” Lane said. “Firms are having to work harder to sell themselves, their culture, and their in-office presence.”
