FS Talent updates
March 24, 2026
FS Talent was built around a simple idea: senior hiring should be done differently.
Before starting the business, we both worked at a large, global recruitment firm. It gave us a strong foundation, including a broad network, exposure to different types of clients and a solid understanding of how the industry works.
But over time, one thing became clear.
The way recruitment is often done doesn’t always work at senior level.
In many firms, recruitment is driven by volume.
That approach can work for high-volume hiring.
But when it comes to senior roles, it tends to create friction.
Candidates are approached too broadly.
Shortlists become too long.
Processes lose focus.
On the surface, it looks productive. But it doesn’t always lead to the right outcome.
We were having the same conversations again and again.
Clients frustrated that processes were dragging on or not delivering the right people.
Candidates disengaging halfway through because things felt unclear or slow.
And in some cases, hires being made that looked right on paper – but didn’t quite land once in the role.
None of it came down to a lack of effort.
It came down to how the process was being run.
At senior level, the approach needs to be different.
It’s not about generating more options.
It’s about identifying the right individuals and running a process that’s clear, aligned and well-managed from start to finish.
That means:
It’s a more focused approach, but it tends to lead to better outcomes.
FS Talent was set up to reflect that way of working.
We focus on a smaller number of roles and work closely with clients to understand not just the brief, but the wider context around it.
Most of our work sits across risk, compliance and financial services leadership roles – where getting the right hire matters.
The aim isn’t to run more processes.
It’s to run better ones.
At senior level, hiring decisions don’t just fill a gap.
They shape teams, influence strategy and impact the direction of a business over time.
That’s why we take a more considered approach.
Because the success of a hire isn’t measured by how quickly it’s made, but by how well it works six or twelve months down the line.
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Whether you’re growing your team or planning your next career move, we’re here to help you get it right.
