As Asset Management and Private Markets look ahead to 2026, one message is becoming increasingly clear: attracting the right candidates is less about volume and visibility, but more about clarity, credibility, and experience. After a disciplined and selective 2025, the market is entering a phase of gradual acceleration. Firms are planning structured build-outs, succession projects, and targeted senior hires. At the same time, top talent remains cautious, highly selective, and aware of market risk. In this environment, how a firm approaches candidates has become a decisive factor in hiring success.

A selective talent market with limited patience

The talent pool in Asset Management and Private Markets remains narrow. Professionals with proven investment judgment, strong client credibility, or rare technical expertise continue to be in short supply. These individuals are typically well-positioned, well-informed, and not actively looking. What has changed is their tolerance for poorly managed hiring processes. Long timelines, unclear mandates, and internal politics are increasingly interpreted as signs of weak leadership or strategic uncertainty. In contrast, candidates respond positively to firms that demonstrate focus, decisiveness, and respect for their time. By 2026, the candidate journey has become one of the strongest signals of organisational quality.