Financial Services Talent Market Intelligence

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Financial Services Hiring Trends 2026 | Ramax Market Intelligence | Ramax Search & Staffing

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After thirty years of working exclusively inside financial services, one thing becomes clear. There is no shortage of data on the talent market. What there is a shortage of is data that is actually useful to the people making hiring decisions.

This page fixes that gap. We combine top tier research and regulatory insights with the real world activity we see daily across hedge funds, private equity, family offices, and fintech.

The result is a clear picture for leaders who make decisions. We update it quarterly, with new snapshots on top and archives below.

How we build this snapshot: Each quarter we pull from Preqin, SIFMA, SEC Examination Priorities, FINRA regulatory data, Black Kite Financial Services Cybersecurity, and Bloomberg industry coverage, then layer in government employment data from the Bureau of Labor Statistics and Federal Reserve economic reports. Most importantly, we combine all of it with direct intelligence from our own active searches, candidate conversations, and client engagements across hedge funds, private equity, family offices, RIAs, wealth managers, banks, and fintech firms. No model. No algorithm. Thirty years of relationships and real desk experience. Demand and supply ratings reflect US market conditions. Compensation trend reflects movement versus the prior quarter. Time to Fill now expressed in day ranges. Candidate Leverage reflects who holds the stronger negotiating position right now. The Talent Tracker surfaces the specific titles, credentials, and keywords driving searches this quarter.

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Q2 2026. April through June 2026

CURRENT Updated June 2026

Government employment data confirms what we have been seeing on our desk. financial activities employment declined in May 2026 even as overall job growth remained positive. The six major Wall Street banks collectively eliminated over 15,000 US positions in the first half of 2026 while reporting combined profits of $47 billion, up 18%. North American private capital AUM reached $8.46 trillion by mid-2025 and fundraising rose from $762 billion in 2024 to $861 billion in 2025 according to Preqin. The result is a tale of two markets. Large institutions are contracting. Boutique and mid-size firms are selectively and aggressively hiring. The firms that recognize this window and move decisively are upgrading their teams in ways that will compound for years.

📊 Market Heat Map. Click Any Sector to Jump to Details

Critical. Severe talent shortage Hot. Tight market, candidates move fast Active. Normal conditions Calibrated. Broader talent pool available

Private Credit & Alternatives

🔴 Critical

Tap for details

Compliance & Regulatory

🔴 Critical

Tap for details

Cybersecurity & Third Party Risk

🔴 Critical

Tap for details

Data & AI Integration

🔴 Critical

Tap for details

Wealth Management & RIAs

Banking & Broker-Dealers

Sector by Sector. Detailed Breakdown

📈 Private Credit & Alternatives

See who we have on our radar →

Front Office. Portfolio, Underwriting, Structuring

Demand

Very High

Supply

Very Tight

Comp Trend

↑ Rising

Time to Fill

90 to 120+ Days

Leverage

Candidate-Heavy

Compensation premiums of 30 to 40 percent are pulling direct lending and structured credit talent out of traditional banks at a pace we have not seen in a decade. Preqin confirms semiliquid private credit funds are scaling aggressively. When the right candidate surfaces, they have multiple offers within 48 to 72 hours. If you are not moving fast, you are losing.

Middle / Back Office. Operations, Fund Accounting, Risk

Demand

High

Supply

Tight

Comp Trend

↑ Rising

Time to Fill

60 to 90 Days

Leverage

Candidate-Heavy

Every mid-size platform scaling through 2026 needs the same thing: experienced operations and fund accounting professionals who have built infrastructure before, not just maintained it. Candidates with CAIA designations and experience across multiple fund structures know their value and will not move for a lateral comp package.

Sales & Distribution. IR, Capital Raising, Marketing

Demand

High

Supply

Tight

Comp Trend

→ Stable

Time to Fill

60 to 90 Days

Leverage

Candidate-Heavy

The platforms winning on capital raising right now have IR professionals with established pension, sovereign wealth, and family office relationships. Generic capital markets backgrounds are not cutting it. The candidate who can walk into an LP meeting and hold a credible conversation about credit strategy is the one everyone is chasing.

📈 Compliance & Regulatory

Looking for a CCO or compliance tech specialist? →

Middle / Back Office. Compliance, Legal, Regulatory Affairs

Demand

Very High

Supply

Very Tight

Comp Trend

↑ Rising

Time to Fill

90 to 120+ Days

Leverage

Candidate-Heavy

The SEC 2026 examination priorities have reshuffled the compliance talent hierarchy. Professionals who can navigate AI model governance, third party vendor risk, and traditional Reg BI or Form PF obligations simultaneously are effectively irreplaceable. We are seeing CCO searches take four to six months in markets where they used to take two. Unemployment in this function is as close to zero as any sector we track.

📈 Cybersecurity & Third Party Risk

TPRM or CISO search? Let's talk →

Middle / Back Office. Cybersecurity, TPRM, Incident Response

Demand

Very High

Supply

Very Tight

Comp Trend

↑ Rising

Time to Fill

90 to 120+ Days

Leverage

Candidate-Heavy

Ransomware incidents targeting US financial institutions climbed 76 percent year over year according to Black Kite. Nearly half of all financial institutions experienced a third party cyber event in the past twelve months. We are looking for professionals with documented incident response frameworks, SEC cyber disclosure readiness experience, and NIST or SOC 2 Type II implementation backgrounds. Those candidates are not on the market. We find them.

📈 Data & AI Integration

Need a hybrid data/finance specialist? →

Middle / Back Office. Data Analytics, AI Governance, Quant

Demand

Very High

Supply

Tight

Comp Trend

↑ Rising

Time to Fill

60 to 90 Days

Leverage

Candidate-Heavy

AI specific roles in financial services grew 13 percent in just six months. Every firm wants the same person: someone who can build or govern an AI workflow and also speak intelligently about portfolio risk, compliance obligations, or client reporting. Pure technologists without financial services context are being screened out at the first round. The hybrid professional is the most valuable hire in the market right now and the hardest to find.

➡️ Wealth Management & RIAs

Advisor or COO search? Book 15 min →

Front Office. Advisors, Portfolio Managers, Client Service

Demand

High

Supply

Moderate

Comp Trend

↑ Rising

Time to Fill

60 to 90 Days

Leverage

Candidate-Heavy

Advisors with established UHNW books are not answering job postings. They are being recruited through relationships. The firms pulling them away from wirehouses are offering equity, autonomy, and a seat at the table rather than another bonus schedule. AllianceBernstein has publicly committed to doubling ultra-high-net-worth assets over five years. That is not a modest ambition and it requires serious advisor talent to execute.

Middle / Back Office. COO, CFO, Operations, Compliance

Demand

High

Supply

Moderate

Comp Trend

→ Stable

Time to Fill

30 to 60 Days

Leverage

Balanced

Every RIA that has gone through a merger or acquisition in the past two years needs someone to hold the operation together while the principals focus on clients and growth. The COO and CFO searches coming out of RIA consolidation are some of the most complex and time-sensitive we run. Compensation expectations have moved up significantly and firms that budgeted for what these roles cost eighteen months ago are going to be surprised.

Sales & Distribution. Business Development, Marketing

Demand

Moderate

Supply

Moderate

Comp Trend

→ Stable

Time to Fill

30 to 60 Days

Leverage

Balanced

Business development and client service roles steady. Marketing talent more available than front office or operations counterparts.

➡️ Family Office

Confidential CFO search? This is exactly what we do →

Front Office. Investment, Portfolio Oversight

Demand

Moderate

Supply

Moderate

Comp Trend

→ Stable

Time to Fill

60 to 90 Days

Leverage

Balanced

Family office investment roles are not searches. They are introductions. The principal is not reviewing a stack of resumes. They are asking three people they trust who they would put in front of their family. Cultural alignment, genuine discretion, and the ability to operate inside an intimate principal relationship matter more than any credential. The right candidate is never on the market. We know where to find them.

Middle / Back Office. CFO, Controller, COO, Operations

Demand

High

Supply

Tight

Comp Trend

→ Stable

Time to Fill

90 to 120+ Days

Leverage

Candidate-Heavy

A family office CFO needs to know the difference between what is financially optimal and what is right for this particular family. They will be in the room for conversations most people in the firm never hear. They need estate planning familiarity, multi-entity structural fluency, and the kind of discretion that is innate rather than trained. These searches take longer than almost anything else we run. The placements last longer too.

➡️ Hedge Funds

COO or ops build-out? Let's talk →

Front Office. PMs, Analysts, Traders

Demand

Moderate

Supply

Tight

Comp Trend

→ Stable

Time to Fill

60 to 90 Days

Leverage

Candidate-Heavy

The divergence between performing and struggling funds has never been sharper. Top funds are adding selectively and paying for it. Funds under pressure are shedding people who are genuinely good and now available for the first time in years. Multi-strategy and quantitative talent remains the most contested category. If you run a fund that is performing, this is a rare window to upgrade your team with people who were simply not accessible twelve months ago.

Middle / Back Office. COO, Operations, Risk, Finance

Demand

High

Supply

Moderate

Comp Trend

→ Stable

Time to Fill

30 to 60 Days

Leverage

Balanced

Mid-size funds at the professionalization stage all need the same person: a COO who has built infrastructure before rather than inherited it. That candidate was almost impossible to recruit eighteen months ago. The large firm restructurings of 2025 and 2026 have changed that. We are having conversations with genuinely strong operations professionals at Goldman, Morgan Stanley, and BlackRock who are open to something smaller. The firms calling us first are getting the best outcomes.

Sales & Distribution. IR, Capital Raising

Demand

Moderate

Supply

Moderate

Comp Trend

→ Stable

Time to Fill

30 to 60 Days

Leverage

Balanced

IR and capital raising demand tied closely to fund performance and AUM trajectory. More balanced conditions than front office or operations. Institutional IR experience most valued.

📉 Banking & Broker-Dealers

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Front Office. Bankers, Traders, Advisors

Demand

Moderate

Supply

More Available

Comp Trend

→ Stable

Time to Fill

30 to 60 Days

Leverage

Balanced

Goldman, Morgan Stanley, Citi, BlackRock. The restructurings are real, the numbers are significant, and the people being let go are not all mediocre performers being managed out. Some of them are genuinely excellent professionals who were caught in a structural reduction. Boutique and mid-size firms that recognize this window and move with conviction are going to look back on 2026 as the year they made their best hires.

Middle / Back Office. Risk, Operations, Finance, Legal

Demand

Moderate

Supply

More Available

Comp Trend

→ Stable

Time to Fill

Under 30 Days

Leverage

Employer-Favorable

Risk, compliance, and operations talent is more available right now than at any point in the past two years. SIFMA data shows national securities industry employment at 1,135,500 in 2024 and the structural reduction now underway at the large firm level will push more experienced professionals into the market through the remainder of 2026. Mid-size and boutique firms are the primary beneficiaries. The candidates they can now access are the ones they could not touch before.

Sales & Distribution. Relationship Banking, Advisory

Demand

Moderate

Supply

Moderate

Comp Trend

→ Stable

Time to Fill

30 to 60 Days

Leverage

Balanced

Relationship banking and advisory talent steady. Competition from alternatives sector for top producers continuing. Balanced conditions overall.

➡️ Private Equity

Portfolio company or fund ops search? →

Front Office. Deal, Investment, Portfolio Operations

Demand

Moderate

Supply

Tight

Comp Trend

→ Stable

Time to Fill

60 to 90 Days

Leverage

Candidate-Heavy

Preqin characterizes private equity as on a cautious path to recovery in 2026 with improving conditions for large-ticket deal-making. What we are seeing on our desk confirms it. The roles gaining the most traction are not pure deal roles. They are value creation and portfolio operations positions where sponsors need people who can actually fix and build businesses rather than just underwrite them.

Middle / Back Office. CFO, COO, Finance, Operations

Demand

Moderate

Supply

Moderate

Comp Trend

→ Stable

Time to Fill

30 to 60 Days

Leverage

Balanced

CFO and COO searches at portfolio companies active. Fund operations and finance steady. More balanced conditions than alternatives or compliance sectors.

Sales & Distribution. IR, LP Relations, Marketing

Demand

Moderate

Supply

Moderate

Comp Trend

→ Stable

Time to Fill

30 to 60 Days

Leverage

Balanced

IR and LP relations demand steady as platforms expand institutional relationships. Fundraising tracking slightly below 2024 totals per Preqin, with secondaries funds capturing a greater share.

➡️ Fintech

Compliance or risk hire in fintech? →

Middle / Back Office. Compliance, Risk, Operations

Demand

Moderate

Supply

Moderate

Comp Trend

→ Stable

Time to Fill

30 to 60 Days

Leverage

Balanced

The early stage fintech hiring frenzy is over. Established platforms are the story now and they are hiring compliance and risk professionals selectively and carefully. The most sought after candidates are the ones who have worked inside both a traditional financial institution and a fintech environment. They understand regulatory expectations and they know how to build in a resource-constrained setting. That combination is genuinely rare.

🔴 Critical Severe talent shortage. Premium comp and extended timelines expected. 🟠 Hot Active market. Strong candidates move quickly. 🟡 Active Normal conditions. Standard search timelines. 🔵 Calibrated Broader pool available. More favorable hiring conditions.

🎯 Talent Tracker. Q2 2026

The specific skills, titles, and keywords driving searches right now. If you are a candidate, these belong on your resume and LinkedIn profile. If you are hiring, these are the terms attracting the right people to your search.

🔴 Highest Demand Titles

Chief Compliance Officer CISO Head of Private Credit Director of AI Governance TPRM Manager Family Office CFO Hedge Fund COO Credit Underwriter

🟠 In-Demand Skills & Credentials

AI Governance SEC Reg BI DORA Compliance SOC 2 Type II Python / SQL Private Credit Structuring CAIA FRM Series 65 Cloud Security

🟡 Active Search Keywords

Operational Due Diligence Multi-Strategy Operations Wealth Management COO RIA M&A Integration LP Relations Portfolio Company CFO Fund Administration Regulatory Technology

🗺️ Regional Talent Market. Q2 2026

Regional Activity at a Glance

Very Active

Still the dominant hub for hedge fund, private equity, and family office talent. Large bank layoffs creating unusual availability of senior professionals. Competition for compliance and cybersecurity talent remains intense. Compensation expectations highest in the country.

Fast Growing

Fastest growing financial services talent market in the US. Charlotte anchored by Bank of America and Wells Fargo. Miami and South Florida attracting hedge fund and family office relocations at an accelerating pace. Talent pool deepening but thinner than Northeast for highly specialized senior roles.

Emerging Hub

Dallas emerging as second largest US financial services hub by headcount. Goldman Sachs building 800,000 sq ft campus housing 5,000+ employees. Chicago remains strong in trading, derivatives, and futures. Denver and Nashville growing in financial operations and back office functions.

Active / Tech Adjacent

More tech-adjacent financial services ecosystem. Fintech and asset management dominant. Wealth management active in Bay Area and Los Angeles. Senior financial services talent pool thinner for traditional roles. Remote and hybrid culture more prevalent than other regions.

View Our Current Active Searches → | 📅 Book 15 Minutes with Peter | 📧 Forward to HR

. HISTORICAL SNAPSHOTS .

Q1 2026. January through March 2026

Updated March 2026

The new year opened with strong hiring intentions across boutique and mid-size financial services firms. Large institution restructuring began to accelerate. Goldman Sachs moved to rolling performance-based cuts, BlackRock conducted its third round of layoffs in twelve months, and Citigroup continued its multi-year domestic restructuring. Early signs of a talent availability shift emerged in banking middle and back office. Compliance and risk remained the dominant hiring priorities. Industry projections confirm sustained long-term demand for financial services talent well above historical norms, driven by regulatory complexity, alternative asset growth, and technology integration.

📊 Market Heat Map. Q1 2026

Private Credit

🔴 Critical

Compliance

🔴 Critical

Cybersecurity

🔴 Critical

Wealth Management

🟠 Hot

Family Office

🟠 Hot

Hedge Fund Ops

🟠 Hot

Private Equity

🟡 Active

Banking

🟡 Shifting

Key Sector Highlights. Q1 2026

📈 Private Credit & Alternatives

Front Office

Demand

Very High

Supply

Very Tight

Comp Trend

↑ Rising

Time to Fill

90 to 120+ Days

Leverage

Candidate-Heavy

Comp premiums of 30-40% pulling talent from banks. AUM growth showing no signs of slowing. Preqin confirmed private credit fundraising recovery anticipated in 2026.

Middle / Back Office

Demand

High

Supply

Tight

Comp Trend

↑ Rising

Time to Fill

60 to 90 Days

Leverage

Candidate-Heavy

Operations and fund accounting demand sustained as platforms scaled infrastructure in Q1.

📈 Compliance & Regulatory

Middle / Back Office

Demand

Very High

Supply

Very Tight

Comp Trend

↑ Rising

Time to Fill

90 to 120+ Days

Leverage

Candidate-Heavy

Technology risk and AI governance compliance demand surged following SEC examination priority announcements. Hybrid professionals commanding meaningful premiums.

➡️ Wealth Management & RIAs

Front Office

Demand

High

Supply

Moderate

Comp Trend

↑ Rising

Time to Fill

60 to 90 Days

Leverage

Candidate-Heavy

Post bonus season advisor mobility picked up significantly. Boutique firms winning on autonomy and ownership over wirehouse comp packages.

📉 Banking & Broker-Dealers

Middle / Back Office

Demand

Moderate

Supply

Moderate

Comp Trend

→ Stable

Time to Fill

30 to 60 Days

Leverage

Balanced

Early signs of talent availability shift as large bank restructuring began. Pool not yet significantly wider but mid-size firms starting to capitalize.

🎯 Talent Tracker. Q1 2026

Skills, titles, and keywords that were driving searches in Q1 2026.

🔴 Highest Demand Titles

Chief Compliance Officer Head of Credit Risk CISO Hedge Fund COO Family Office CFO

🟠 In-Demand Skills

AI Risk Management SEC Exam Prep Private Credit Underwriting CAIA SOC 2 Type II

🟡 Active Keywords

RIA Integration Operational Build Fund Accounting Wealth COO LP Relations

🗺️ Regional Talent Market. Q1 2026

Regional Activity at a Glance

Very Active

Primary hub for financial services talent. Post bonus season movement picking up. Compliance and cybersecurity searches dominating activity. Large bank restructuring beginning to affect senior talent availability.

Fast Growing

Charlotte and Miami continuing to attract financial services relocations. Talent pool for senior roles still developing. Cost of living differential driving candidate interest in relocating from Northeast.

Emerging

Dallas Goldman Sachs campus expansion underway. Chicago derivatives and trading talent steady. Texas financial services footprint growing rapidly across multiple firm types.

Active

Fintech and wealth management driving activity. Traditional financial services talent pool thinner. Remote flexibility more prevalent than other regions.

View Our Current Active Searches → | 📅 Book 15 Minutes with Peter

Q4 2025. October through December 2025

Updated December 2025

Bonus season and year-end uncertainty created a pause in active hiring decisions at many firms. Underlying demand remained strong in compliance, risk, and alternatives. Boutique wealth management firms continued to outperform wirehouses on talent attraction. autonomy and ownership models proving more compelling than signing bonuses. Candidates used Q4 to evaluate their situations quietly, setting up an active Q1 2026 for movement on both sides of the table.

📊 Market Heat Map. Q4 2025

Private Credit

🔴 Critical

Compliance

🔴 Critical

Wealth Management

🟠 Hot

Family Office

🟠 Hot

Hedge Funds

🟡 Selective

Banking

🔵 Year-End Pause

Key Sector Highlights. Q4 2025

📈 Private Credit & Alternatives

Front Office

Demand

Very High

Supply

Very Tight

Comp Trend

↑ Rising

Time to Fill

90 to 120+ Days

Leverage

Candidate-Heavy

Year-end did not slow searches in private credit. Preqin reported private credit AUM approaching $30 trillion globally. Hiring pressure showing no signs of easing through year end.

📈 Compliance & Regulatory

Middle / Back Office

Demand

Very High

Supply

Very Tight

Comp Trend

↑ Rising

Time to Fill

90 to 120+ Days

Leverage

Candidate-Heavy

Pay transparency legislation in multiple states adding compliance complexity. Firms adding regulatory headcount regardless of broader year-end hiring slowdown.

➡️ Wealth Management & RIAs

Front Office

Demand

High

Supply

Moderate

Comp Trend

→ Stable

Time to Fill

60 to 90 Days

Leverage

Candidate-Heavy

Boutique firms outperforming wirehouses on talent attraction. Experienced advisors quietly evaluating options ahead of expected Q1 movement.

🎯 Talent Tracker. Q4 2025

Skills, titles, and keywords that were driving searches in Q4 2025.

🔴 Highest Demand Titles

Chief Compliance Officer Family Office CFO Head of Private Credit Director of Risk Wealth Management COO

🟠 In-Demand Skills

Pay Transparency Compliance Reg BI Private Credit Structuring CAIA Estate Planning

🟡 Active Keywords

Succession Planning RIA Consolidation Fund Operations Advisor Mobility Year-End Planning

🗺️ Regional Talent Market. Q4 2025

Regional Activity at a Glance

Active Despite Seasonality

Year-end pause less pronounced than prior years in compliance and alternatives. Candidates evaluating situations quietly in preparation for Q1 moves.

Growing

Charlotte and Miami seeing increased activity. Family office and wealth management searches active. Relocation inquiries from Northeast candidates increasing notably in Q4.

Steady

Dallas and Houston growing in financial services presence. Chicago trading and derivatives steady. Year-end slowdown more pronounced than Southeast or Northeast.

Seasonal Slowdown

Fintech hiring slowed in Q4. Wealth management steady. Remote work arrangements keeping some Northeast talent accessible to West Coast firms.

View Our Current Active Searches → | 📅 Book 15 Minutes with Peter

Q3 2025. July through September 2025

Updated September 2025

Summer 2025 saw sustained hiring momentum across alternatives and compliance despite typical seasonal slowdowns. The talent market remained tight across most financial services functions with candidates holding significant leverage. Industry research confirms sustained structural demand for financial services talent well above historical norms. Compensation expectations continued rising across nearly all sectors.

📊 Market Heat Map. Q3 2025

Private Credit

🔴 Critical

Compliance

🔴 Critical

Wealth Management

🟠 Hot

Hedge Fund Ops

🟠 Hot

Private Equity

🟠 Active

Banking

🟡 Stable

Fintech

🟡 Cooling

Key Sector Highlights. Q3 2025

📈 Private Credit & Alternatives

Front Office

Demand

Very High

Supply

Very Tight

Comp Trend

↑ Rising

Time to Fill

90 to 120+ Days

Leverage

Candidate-Heavy

Alternative AUM growth driving sustained demand. Private credit, infrastructure, and real assets competing for the same limited professional pool. Summer slowdown minimal in this sector.

Middle / Back Office

Demand

High

Supply

Tight

Comp Trend

↑ Rising

Time to Fill

60 to 90 Days

Leverage

Candidate-Heavy

Fund accounting and operations in demand as platforms scaled. Summer slowdown minimal compared to prior years.

📈 Compliance & Regulatory

Middle / Back Office

Demand

Very High

Supply

Very Tight

Comp Trend

↑ Rising

Time to Fill

90 to 120+ Days

Leverage

Candidate-Heavy

Regulatory environment keeping compliance demand elevated regardless of market conditions or season. Unemployment for compliance professionals effectively zero in major financial centers throughout Q3.

➡️ Wealth Management & RIAs

Front Office

Demand

High

Supply

Tight

Comp Trend

↑ Rising

Time to Fill

60 to 90 Days

Leverage

Candidate-Heavy

Summer slowdown less pronounced than prior years. Experienced advisors with established books commanding premium terms throughout Q3.

🎯 Talent Tracker. Q3 2025

Skills, titles, and keywords that were driving searches in Q3 2025.

🔴 Highest Demand Titles

Chief Compliance Officer Head of Private Credit Hedge Fund COO RIA COO Credit Risk Director

🟠 In-Demand Skills

Multi-Asset Operations Private Credit Structuring Regulatory Compliance CAIA FRM Infrastructure Debt

🟡 Active Keywords

Operational Build Fund Administration Advisor Mobility LP Relations Value Creation

🗺️ Regional Talent Market. Q3 2025

Regional Activity at a Glance

Very Active

Summer slowdown less pronounced than prior years. Compliance and alternatives searches continuing through July and August. Compensation expectations at or above prior year levels across all functions.

Growing

Charlotte wealth management and banking activity steady. Miami family office and hedge fund presence expanding. Summer relocation inquiries from Northeast candidates at multi-year high.

Steady

Dallas financial services presence growing. Chicago derivatives and trading active through summer. Nashville and Austin emerging as back office and fintech hubs.

Active

Fintech hiring at seasonal lull but underlying demand intact. Wealth management active in Bay Area. Remote arrangements allowing Northeast talent to serve West Coast firms without relocating.

View Our Current Active Searches → | 📅 Book 15 Minutes with Peter

Data Sources: Preqin North America Private Markets Report (March 2026), Preqin Global Reports 2026, SIFMA Capital Markets Fact Book, SEC 2026 Examination Priorities, FINRA regulatory data, Black Kite 2026 Financial Services Cybersecurity Report, Bloomberg financial industry coverage, Bureau of Labor Statistics Employment Situation (May 2026), BLS Occupational Outlook Handbook, Federal Reserve Bank of New York, and direct market intelligence from Ramax Search and Staffing active searches and candidate conversations across hedge funds, private equity, family offices, RIAs, wealth managers, banks, broker-dealers, and fintech firms. All ratings reflect US market conditions and represent the professional judgment of Ramax Search and Staffing based on compiled third-party data and thirty years of proprietary desk intelligence.

Financial Services Talent Market Intelligence

RAMAX MARKET INTELLIGENCE

Q2 2026. April through June 2026

Q1 2026. January through March 2026

Q4 2025. October through December 2025

Q3 2025. July through September 2025

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