Market Pulse: What the Survey Told Us
What We’re Seeing Heading Into 2026
We gathered input from a concise group of hiring leaders across wealth management, venture capital, and private equity—and while the sample is directional, the message is pretty clear:
Hiring hasn’t stopped. It’s just gotten more intentional.
A Market Holding Steady
About 50% of firms expect headcount to stay flat, while roughly 30% are planning to add.
This isn’t a pullback—it’s a pause.
Companies are still hiring, just more selectively and with a clearer mandate behind each role.
Where Hiring Is Focused
Demand is spread, but consistent across a few key areas:
~20%: Investments / Research
~20%: Investor Relations / Client functions
~20%: Operations
~20%: Administrative support
The takeaway: firms are balancing growth roles with operational support—not one without the other.
Compensation Is Still Moving (Slowly)
Nearly 90% of respondents say compensation expectations are ticking up slightly.
Not a spike—but enough to create friction.
We’re seeing more negotiation, tighter ranges, and longer decision cycles.
AI Is Reshaping Work—Not Replacing It
~45% already have AI in production
~30% are still exploring or piloting
But the impact isn’t new hiring—it’s:
Workflow redesign (~30%)
Efficiency gains (~20%)
Upskilling (~20%)
AI is changing how teams work faster than it’s changing who they hire.
The Same Hiring Friction Still Exists
~30% cite lack of qualified candidates
~20% point to compensation gaps
And when it comes to outside help:
50% want support with compensation strategy
40% with hard-to-fill roles
That’s less about volume—and more about getting it right.
What This Means
2026 is shaping up to be a precision hiring market:
Fewer “exploratory” hires
More focus on roles tied to revenue and execution
Continued pressure on compensation alignment
Growing need for operational efficiency alongside growth
Or simply put:
