How Capital Markets Actually Change
29 Jul, 2026
Of all the professions that AI is set to replace, the general consensus is that roles that rely on relationships and human interactions might just survive the purge! And having just recorded our best quarter for over three years for GTM jobs registered, it would seem that the market and demand for sales talent remains strong.
However, the market for sales professionals within financial technology has undergone a significant shift over the last 12-18 months. Volume has been replaced by precision. A strong business development background is still important but insufficient on its own. Instead, the environment has matured into something more nuanced and considered.
Companies are undoubtedly hiring again, but with increased specificity as to what is expected of their sales force. “Good enough” is no longer good enough. Clients want to see candidates who can demonstrate an understanding of complex solutions and products and have a demonstrable track record of selling these into financial institutions of all shapes and sizes. An ability to dig into customers’ needs and pain points has always been heralded as the mark of a great salesperson, but more than ever, this skill needs to be front and centre.
Demand is concentrated at two ends of the seniority spectrum. At the top, fintechs are investing heavily in senior enterprise sales professionals: those who can navigate long, complex sales cycles with tier-one financial institutions, manage multi-stakeholder deals, and operate effectively in regulated environments. At the other end, there is a continued appetite for high-quality SDRs and business development executives who can build a pipeline at pace. The middle layer, mid-market account executives with two to seven years' experience, remains the most contested and hardest to fill, not because demand is lower, but because the pool of candidates who combine fintech expertise with proven performance is significantly tighter.
Geographically, London and New York remain the dominant hubs, though we are seeing meaningful hiring activity in markets like Belfast, Amsterdam, and Singapore as firms look to diversify their talent base or support regional expansion. The return-to-office conversation has shifted noticeably, particularly in early-stage businesses, where founders increasingly believe that sales culture is built in person, not on Zoom.
Over the next six months, several trends are likely to shape the market. Hiring will continue, but cautiously. Our own data tells a clear story here: briefs are taking longer to fill, interview processes have lengthened, and the number of candidates considered before a hire is made has increased. Clients are more considered than at any point in the last three years, and that is unlikely to change quickly.
Alongside this, demand will grow for salespeople who can credibly sell AI-led, data-driven, and efficiency-focused solutions. Buyers in financial services are under real pressure to demonstrate ROI, and the salespeople who thrive will be those who can speak that language fluently.
In this market, companies are still willing to invest in great sales talent, but the bar is higher, the scrutiny is sharper, and the expectation of a fast impact is greater than it has been for several years.
