Behind the Desk: Insurance Finance Recruitment in London

Welcome to “Behind the Desk,” a JSS series spotlighting the expertise that powers our team. In this edition, we feature Kelly Dwyer . Discussing her insights into the current and her view of the future, she offers practical advice for candidates and businesses looking to grow in 2025.

Meet Kelly: Leading Interim Finance Recruitment Specialist - Insurance and Financial Services

I’m an Associate Director at JSS, leading the Insurance practice and interim finance recruitment across other regulated financial services. My role spans business development, client and candidate management, and helping organisations navigate complex regulatory environments while building agile teams. Since 2015, I have built my career in the London insurance market, working for a FTSE-listed firm before joining JSS Search.

Navigating Interim Recruitment in Insurance and Financial Services

What areas or roles do you tend to specialise in? 

My team focus on placing senior finance professionals into interim and permanent positions across the insurance and financial services sectors, working with buy-side, sell-side, and fintech companies. I typically work with qualified accountants who can seamlessly step in during long-term absences or provide support through periods of transformation. While we operate nationally, London has firmly established itself as the central hub for these roles, particularly within the insurance market.

How has the interim market evolved in 2024?

Demand for FP&A and commercial finance specialists has grown as businesses shift from the traditional focus of financial control and reporting to data-driven decision-making. While regulatory roles like Solvency II and IFRS 17 have become more routine, technical expertise in these areas remains valuable.

IR35 legislation has also influenced hiring trends. Although day-rate roles initially declined post-2021, companies are increasingly open to conducting IR35 determinations, even those that fall inside IR35 provide much more flexibility and can often be much more cost effective in the long run. Rising employer costs, such as National Insurance, have further boosted the appeal of limited company contractors.

Driving these changes is global pressure on UK businesses to enhance efficiency and profitability, particularly in London. Finance system upgrades, AI integration, and strategic initiatives like IPOs and M&A continue to create demand for skilled interim professionals who can support transformation and deliver impactful results.

Talent Strategies in Interim Recruitment

How can businesses balance finding the right technical expertise with cultural fit in an interim hire?

When hiring on an interim basis, businesses need to be able to prioritise immediate needs over the perfect cultural or technical match. We advise clients to remain flexible with industry backgrounds or specific qualifications. While sector experience can be helpful, being open to candidates from diverse backgrounds allows companies to focus on soft skills that align with their long-term objectives, such as a candidate’s ability to drive change or proficiency with systems like Power BI. Clients who embrace this flexibility often find candidates who not only culturally fit but also add value by bringing fresh perspectives. There are always going to be niche roles where industry experience is essential – but there is a premium that comes with these candidates.

What advice would you give to managers hiring in this market or candidates seeking new roles?

For businesses, adaptability is essential in today’s evolving market. Demonstrating a commitment to investing in both systems and talent is crucial. Hiring managers should also consider candidates from broader industries like Fintech, Insurtech, or banking, which have been historically at the forefront of technological advancements. These professionals can bring fresh perspectives and innovative approaches. When evaluating candidates, prioritise those with strong data and systems expertise and a proven ability to drive change.

For candidates, showcasing how you’ve added value through process improvements and problem-solving is important. Highlighting achievements such as integrating new systems or optimising existing ones with minimal investment demonstrates resourcefulness. Adopting a solution-focused mindset and effectively communicating your impact can make you stand out in a competitive landscape.

What are the most critical factors for businesses when choosing between an interim or permanent hire?

The urgency and scope of the role are essential factors to consider. Interim hires can quickly add value without extensive onboarding or training. If a business is experiencing significant change or requires immediate support, an interim solution will be the most effective option.

On the other hand, permanent hires are more suited to long-term objectives as they typically require more time to find the right person, onboard them, and ensure they’re fully integrated into the company.

Looking Ahead: The Future of Interim Insurance Recruitment 

What does the market look like now compared to recent years?

The market has stabilised since the peak activity of 2021-2022, returning to levels we saw in 2019-2020. There’s a healthier balance between candidate-driven and client-driven demand now, which benefits both sides. While regulatory changes like IFRS and Solvency II have slowed, transformation projects are still generating the need for interim hires. The predicted increase in deal flow, particularly in private equity, where mergers, acquisitions, and strategic shifts often require specialist interim support, should continue to drive further demand. Similarly – we are working with a few businesses with plans to IPO depending on market conditions, which would create increased reporting requirements and interim support to get these in place.

What advantages do interim placements offer during mergers or transformations?

Interim placements offer great flexibility for businesses. You pay only for the days worked, allowing companies to bring in specialists who excel in challenging environments without the commitment of a permanent contract. This makes interim solutions a low-risk option during times of change. Additionally, partnering with a recruitment firm that handles payroll and compliance alleviates administrative burdens and allows clients to focus on their core operations. If you can structure the role to be focused solely on specific deliverables, then the role could fall outside IR35, saving employer-related costs.

The Value of Relationships in Interim Recruitment

How do you maintain a strong pipeline of interim candidates?

We’re continually engaging with professionals, many of whom are seasoned interims who we have known for a number of years. Our network is robust, built over nearly a decade in the market, and we’re proactive in nurturing these relationships. Being located on the doorstep of the City allows us to meet with people daily, helping us stay connected and ahead of emerging needs.

What does your preparation process look like for interim placements?

It’s about transparency; these roles often emerge during challenging times, making it essential to fully understand the scope of each position for successful placements. Aligning both the client and candidate on challenges and expectations is fundamental. By being clear about what’s needed upfront, we can match the right skill set to the specific challenge.

 Kelly’s insights underscore the importance of adaptability in both recruitment and business. As the insurance and financial services sectors continue to evolve, companies and candidates alike must embrace change and focus on adding value, whether through data-driven decision-making or process improvements.

If you are keen to discuss the current insurance landscape further, please reach out to Kelly directly for a confidential conversation at Kelly.Dwyer@jss-fs.com.