Recruitment talks a lot about diversity — but real diversity of experience can often be the opposite of what most recruiters are asked to do.
Most hiring briefs still focus on headhunting people doing the same (or very similar) roles at direct competitors. Why? Because the candidate with the lowest time to productivity usually wins.
That said, there are moments when stepping outside the usual talent pool can be a smart — or even necessary — move.
When it works
While many of our clients require Capital Markets experience for non-tech roles, we’ve helped candidates successfully transition between industries, skillsets, and even functions. Here are a few examples:
- Middle Office Analyst → Product Analyst
- Quant Risk → Product Manager
- Management Consultant → Tech Sales
- New Business Sales → Account Manager
- Trading → Tech Sales
Why it works
Here are five reasons why exploring alternative talent pools can be a strategic win:
- Budget
Can’t compete with top-tier compensation? Consider talent with transferable skills. - Skill Gap
If you need specialist knowledge (not just title-matching), subject matter experts from adjacent spaces can be stronger hires. - Exhausted Pool
If you’ve scaled fast or hired a lot recently, you may have already tapped your direct talent pool. - Innovation & Perspective
Want to level up your team? Pull talent from more advanced industries like Big Tech or MAANG firms. - Brand Credibility
A senior hire from a respected name (even outside your niche) can boost brand visibility and signal ambition.
Final thought
If you’re considering hiring outside your typical profile, speak to a specialist recruiter who can help sense-check the idea, share what’s worked elsewhere, or suggest adjacent talent pools you may not have considered.
Need help finding the right talent, not just the usual suspects? Let’s talk.
