By Steve Shapiro, Partner, Legal & Compliance
As regulatory demands and scrutiny increase across the asset management industry, compliance has evolved from a support function to a critical area of risk management. Firms now require specialists across many core areas of a compliance program, yet the talent pool isn’t keeping pace with demand.
With competition for compliance professionals spanning asset management, banking, fintech, and technology, firms face a tight labor market where qualified candidates have more options than ever, and compliance hiring has become increasingly competitive. Asset management firms now must not only identify qualified candidates but also differentiate themselves as attractive employers. Understanding the factors driving this shortage and implementing strategic hiring approaches are key to securing top compliance talent.
Strategies for Competing for Top Compliance Talent
Given the shortage, I recommend firms take a proactive and strategic approach to recruiting and retaining compliance talent. Here are some key strategies to position your firm as an attractive employer:
1. Offer competitive compensation and benefits
Keeping a constant pulse on the changing compensation landscape of the market is crucially important. What may have been market pay 6 months ago may be up 5%, or even 10%. Understanding the going rate for base + bonus + other forms of compensation (equity, carry, long-term incentives) will afford a company the best opportunity to source and retain the quality workers.
2. Work from home policy
The trend is moving everyone back into the office as close to 5 days a week as possible. As an increasing number of firms do this, another way to be competitive is to offer a more flexible work-from-home policy. As I write this, the average we’re seeing is 4 days from the office – if you can keep that 4-1 structure or even offer more flexibility, it will provide an easier path to finding strong candidates.
3. Offer a broad set of responsibilities
We’re seeing many candidates seeking roles that offer more diverse responsibilities. I understand the idea of having specialized positions as a firm grows and matures, but whenever possible within your current framework, offering opportunities to work across multiple areas of the compliance program can help attract top talent.
4. Title matters
When applicable, offering a competitive title can be incentivizing and attractive to potential recruits. The standard title progression is Analyst, Associate, Senior Associate, Officer, Senior Officer, Deputy CCO, and CCO. Titles are free and as long as the framework allows for it, use more senior titles to your advantage.
5. Highlight your commitment to a strong compliance culture
Top compliance candidates want to work for firms that genuinely value compliance as part of their core culture, not as an afterthought. Showcase your firm’s commitment to compliance through initiatives that reinforce its importance. This could include executive support for compliance programs, regular compliance training, compliance having a true seat at the table, and a healthy budget for conferences and technology.
Highlighting a strong compliance culture during recruitment reassures candidates that their work will be supported and valued, making them more likely to choose firms that align with their professional values and offer opportunities for meaningful impact.
6. Showcase your firm’s stability and reputation
Asset management firms with a strong reputation and stable track record have a clear advantage in attracting compliance professionals. Job security is a key factor for top candidates, especially in a market where they have options. Firms that can demonstrate growth, stick assets, and a successful track record are more likely to attract high-quality candidates.
In today’s tight labor market, asset management firms must go beyond traditional hiring practices to attract and retain top compliance professionals. Offering competitive compensation, embracing workplace flexibility, broadening role responsibilities, and prioritizing career progression are key differentiators in securing top talent. Additionally, fostering a strong compliance-driven culture and emphasizing firm stability can further enhance a company’s appeal to in-demand candidates.
With high stakes and evolving regulatory demands, securing the right compliance talent is more than just a competitive advantage—it’s essential for long-term success. By taking proactive steps to attract skilled professionals, asset management firms can build a resilient compliance program that supports sustainable growth and mitigates risk in an increasingly complex landscape.
About Steve Shapiro
Steve Shapiro is a Partner at Landing Point and head of the firm’s Legal & Compliance practice, where he leads executive search for General Counsel, Chief Compliance Officer, and senior legal and compliance roles across the financial services and alternative investment industries. With more than 20 years of experience supporting clients nationwide, Steve advises investment managers, asset allocators, and family offices on building modern, business-aligned legal and compliance teams.
Notable searches include placements of General Counsel and CCO roles for start-up and established fund managers. Known for his straightforward style and market literacy, Steve is a trusted partner to executive leadership teams navigating rapid growth and regulatory complexity.
Before joining Landing Point, he co-founded Cardea Group in 2009 and successfully exited the firm in 2023. Steve lives in Southern California with his wife, daughter, and two dogs. He is an avid golfer and fitness enthusiast who enjoys studying biographies and leadership stories.