At the beginning of 2026, companies in the finance and insurance sector plan to expand their workforce. 41% of employers announce new hiring, while only 3% are considering staff reductions. At the same time, half of all companies intend to keep their current headcount unchanged. In finance, the labor market is being driven by organizational growth, while technological and regulatory changes are increasing demand for highly specialized roles. Professionals with digital and analytical skills, as well as the ability to quickly adapt to new legal requirements, have the strongest prospects.
For the first quarter of 2026, the hiring outlook for the finance and insurance sector stands at +35%. A total of 41% of employers plan to recruit new staff, 51% intend to maintain their existing teams, and only 3% are considering job cuts.
Business growth fuels new recruitment
Company expansion and entry into new markets are the main drivers of recruitment—each cited by 47% of respondents as reasons for hiring. The need to build more diverse teams and to deliver project-based or temporary initiatives was indicated by 33% of organizations. Employers also emphasize the importance of acquiring fresh perspectives and new competencies to maintain a competitive edge (27%). Every fifth company recruits to fill vacancies (20%), while 7% point to technological progress as a direct trigger for hiring new specialists.
“The finance and insurance sector is currently undergoing an intense transformation. Technology has become the main engine of change,” says Katarzyna Kwiecińska, Recruitment Business Partner at Manpower.
“Artificial intelligence, automation, and data analytics are increasingly embedded in processes, while cloud solutions are becoming the market standard. Most insurance companies already use AI in claims handling and fraud detection, and banks are investing heavily in cybersecurity and system modernization. In practice, this means automated claims processing, algorithm-based policy pricing, and tools supporting AML and KYC processes.”
She adds that technological transformation is accompanied by growing regulatory demands. Areas such as ESG, anti-money laundering, and new reporting standards are driving demand for compliance and risk experts. “Companies know that competitive advantage today requires knowledge of both law and technology, as well as strong data analysis skills. Competency diversity is gaining importance, and teams combining financial, technological, and regulatory expertise are able to implement innovation faster and more securely. Organizations are also investing in DEI programs to attract young talent in data science and cybersecurity,” Kwiecińska explains.
According to the Manpower expert, automation does not mean mass layoffs. Routine tasks are disappearing, while new roles are emerging in areas such as analytics, model oversight, and technology-enabled customer service.
“Companies are increasingly investing in reskilling, focusing in particular on training in Python, SQL, and MLOps. Candidates who want to stay ahead of the market should develop interdisciplinary skills, including AI, cybersecurity, and cloud solutions, as well as critical thinking and the ability to work on complex projects. Recruitment in finance and insurance is now driven by change. Those who succeed are the ones who can connect people and technology into a coherent strategy,” she notes.
Five in ten employers plan no changes in headcount
Half of finance and insurance companies do not plan any staffing changes. Most employers indicate that their current teams are fully sufficient to achieve business objectives. For 37% of organizations, this is a deliberate strategic choice, while 26% emphasize that high operational efficiency allows them to maintain current staffing levels. Another 21% cite the absence of major projects or expansion plans and a generally stable market environment. Meanwhile, 11% are postponing decisions pending further economic developments. Some companies also note that their current staffing enables compliance with existing regulations, while financial constraints limit their ability to increase headcount.
“Companies in the finance and insurance sector are increasingly maintaining competitiveness not through aggressive recruitment, but by investing in the development of existing teams and improving operational efficiency,” says Maciej Mamrot, Recruitment Business Partner, Finance Division at Manpower.
“In practice, this means a stronger focus on training, reskilling, and upskilling, as well as better use of the competencies of current employees. High organizational efficiency today stems not only from technology and automation, but also from process optimization, changes in work models, and conscious talent management.”
Mamrot also points to the influence of global trends, such as relocating parts of financial services to shared services centers, which in some areas slows hiring. “These changes are often offset by investments in more advanced roles, local centers of excellence, and highly specialized positions that cannot be easily offshored. As a result, the labor market in finance and insurance remains stable, with positive employment prospects—especially for professionals with digital, analytical, and regulatory expertise,” he concludes.
Source: ceo.com.pl
