The asset management industry is broadening its recruitment criteria as it seeks to fill a diverse range of roles beyond traditional investment positions. While the sector is often associated with high-profile careers marked by substantial financial rewards, it encompasses a wide variety of jobs, including pension scheme management, data analysis, risk management, and client relations.
Recruiters emphasize that the pathway into asset management is more accessible than commonly perceived. Lizzie Louis, managing director at Dartmouth Partners, highlighted that the industry requires expertise in areas such as technology and risk, in addition to investment capabilities. Employers increasingly prioritize candidates who demonstrate strong communication skills, technical knowledge, adaptability, and a willingness to learn alongside academic achievement.
Networking remains a key tool for those seeking to enter the sector. Brandi Britton, global executive director at Robert Half, advised prospective candidates to engage in industry events and informational conversations to gain deeper insights into the profession. This approach can provide advantages beyond what is typically found in job listings.
Demand for asset management roles is notably strong among postgraduate business students, with a recent survey by the Graduate Management Admission Council revealing that 35 percent of candidates aim for careers in asset management or investment banking. The sector’s expansion, particularly in Asia due to a growing middle class and increased retirement planning needs, has broadened employment opportunities across various functions. Tomoya Narikiyo, human resources head at Amova, stressed the growing importance of qualities such as curiosity, resilience, and adaptability for new entrants, alongside solid academic records.
The recruitment process often follows a well-established timeline, according to Kirsten Barnes of the Bright Network. Students typically begin with insight days in their first university year, followed by internships and finally graduate scheme applications. Barnes noted many students underestimate the early start required to secure internships or graduate roles, which often hinge on performance during practical placements.
Major asset managers also emphasize the significance of candidate personality and core skills. Aberdeen Investments looks for curiosity, collaboration, and proactive initiative in applicants, while BlackRock has shifted its hiring to value attributes like critical thinking and eagerness to learn over specific degree subjects. More than half of BlackRock’s UK interns and analysts now come from non-finance academic backgrounds.
Schroders is expanding early-career programs to create more entry points, particularly in client and investment teams. The firm’s global head of talent, Stephanie Ashmore, described a "skills-based hiring approach" focusing on potential and strengths rather than prior experience or degrees. Schroders also runs apprenticeships for school leavers, many of whom remain with the firm.
The rise of artificial intelligence in recruitment has intensified competition, producing a surge in applications. Peter Watkins of the CFA Institute cautioned that while familiarity with AI is becoming important, a solid grasp of financial fundamentals remains essential. Skills in financial statement analysis, Excel, and understanding asset classes continue to be key considerations for employers.
Ultimately, industry experts counsel aspiring asset managers to prioritize practical experience through internships, shadowing, or attending expos. Liz McKeever of Robert Walters underlined that candidates “have to stand out” by gaining hands-on exposure as early as possible to navigate the increasingly competitive recruitment landscape.