Recruitment Trends for 2026: What Risk & Credit Hiring Will Look Like Next Year
By Campion Pickworth – Specialist Credit & Risk Recruitment Agency in London
As financial services firms navigate regulatory change, AI adoption, and rising operational costs, recruitment strategies in risk and credit are evolving rapidly. At Campion Pickworth, a leading credit risk recruitment agency in London, we work closely with banks, fintechs, consultancies, and asset managers to understand how hiring priorities are shifting.
Looking ahead to 2026, several clear trends are shaping the market. From model risk growth and evolving regulatory timelines to changing skill requirements and workplace expectations, here is our expert outlook on risk recruitment in the year ahead.
TPRM Hiring Slows as Firms Rebalance Risk Priorities
Third-Party Risk Management (TPRM) saw significant growth over recent years, driven by regulatory scrutiny, outsourcing, and operational resilience requirements. However, heading into 2026, demand in this area is becoming more selective.
Many firms have already built core TPRM functions and are now focusing on optimisation rather than expansion. As a result:
- Fewer greenfield TPRM teams are being created
- Hiring is more targeted, focusing on senior or specialist profiles
- Budgets are being redirected towards model risk and data-driven risk functions
For a risk recruitment agency in London, this means fewer high-volume TPRM mandates but continued demand for niche expertise.
Tier 2 Visa Sponsorship Becomes Harder Amid Rising Costs
The cost of sponsoring Tier 2 visas (now Skilled Worker visas) continues to rise, and firms are becoming more cautious about international hiring.
Key implications for 2026:
- Greater preference for UK-based candidates
- More scrutiny on visa ROI and long-term retention
- Increased competition for domestic risk and credit talent
For employers, this creates pressure to secure talent earlier in the hiring cycle. For candidates, it means stronger demand for those with UK work rights and specialised risk skills.
From a market perspective, this trend is reshaping how a credit risk recruitment agency in London sources and positions candidates.
UK Skilled Worker visa requirements
PRA Model Approval Delays Keep IRB Recruitment Stable
The Prudential Regulation Authority (PRA) has been slower than expected in providing feedback on internal model approvals. This has created an unusual dynamic in model risk and IRB (Internal Ratings-Based) hiring.
Rather than declining, IRB recruitment remains stable because:
- Banks must maintain existing model teams while awaiting regulatory decisions
- Model redevelopment and remediation projects continue
- Regulatory uncertainty increases the need for experienced model professionals
For 2026, we expect steady demand for:
- IRB model developers
- Credit risk modellers
- Model validation specialists
This is a key area where specialist risk recruitment agencies in London continue to see consistent hiring activity.
Model Risk Continues to Grow – With a Strong Focus on AI
One of the most significant recruitment trends for 2026 is the expansion of model risk functions, particularly in relation to artificial intelligence and machine learning.
Financial institutions are increasingly concerned with:
- AI model governance
- Explainability and model transparency
- Regulatory compliance for advanced analytics
- Ethical and operational risks of AI-driven decision-making
As a result, firms are investing heavily in model risk frameworks that extend beyond traditional credit models.
We expect strong demand for:
- Model risk professionals with AI/ML exposure
- Quantitative risk specialists
- Governance and validation experts
- Data scientists with regulatory awareness
For any credit risk recruitment agency, this represents one of the fastest-growing talent areas in the market.
Python Replaces SAS as the Preferred Skillset
Another major shift in risk recruitment is the changing technical skill profile.
Historically, SAS dominated credit risk and regulatory modelling. However, in 2026:
- Python is becoming the default requirement
- Firms are modernising tech stacks and analytics platforms
- Hybrid roles combining risk, data science, and engineering are increasing
Employers are now prioritising candidates who can:
- Build and maintain models in Python
- Work with cloud-based data environments
- Integrate risk models with broader data ecosystems
While SAS remains relevant, it is increasingly seen as a legacy skill rather than a primary requirement.
For candidates, upskilling in Python is becoming essential. For employers, working with a specialist risk recruitment agency in London is critical to identifying talent with modern technical capabilities.
growing demand for Python in data and analytics roles
The Decline of Remote Contracts and the Return to the Office
One of the most noticeable shifts in 2026 is the gradual decline of fully remote contracts and the move towards increased office presence.
US banks are leading the way, setting the tone for global financial services by mandating more days in the office. This trend is now filtering through to UK and European institutions.
Key developments include:
- Fewer fully remote risk and credit roles
- Hybrid models shifting from 1–2 days in the office to 3–4 days as the norm
- Greater emphasis on collaboration, governance, and oversight in physical workplaces
- Contractors facing tighter location and attendance requirements
For candidates, this means location flexibility is reducing, particularly in highly regulated areas such as credit risk, model risk, and regulatory modelling.
For employers, it reflects a broader push towards control, culture, and risk management—especially in teams working on complex models and sensitive data.
For a credit risk recruitment agency in London, this trend is reshaping candidate expectations and hiring strategies across the market.
McKinsey research on return-to-office trends
global shift in hybrid and in-office working models
What This Means for Employers and Candidates in 2026
The risk and credit recruitment market in 2026 will be shaped by three core forces:
- Regulatory uncertainty
- Technological transformation
- Cost and talent constraints
For employers, success will depend on:
- Strategic workforce planning
- Flexibility in skill requirements
- Access to specialist talent networks
For candidates, the most in-demand profiles will combine:
- Strong risk fundamentals
- Python and data expertise
- Experience with model risk or AI
Partner with a Specialist Credit Risk Recruitment Agency in London
At Campion Pickworth, we specialise in placing high-calibre professionals across:
- Credit risk
- Model risk
- IRB and regulatory modelling
- Risk analytics and data
- Financial risk and governance
As a trusted credit risk recruitment agency in London and leading risk recruitment agency in London, we help firms navigate evolving hiring trends and secure the talent they need to stay ahead.
If you would like to discuss your hiring strategy for 2026 or explore new opportunities in risk and credit, contact Campion Pickworth today.