For candidates →Audit-ready high-volume screening
The Assessment Platform handles 10,000+ application cohorts with full audit trail per candidate. Median time-to-shortlist under 48 hours; defensible scoring trail for every advance/decline decision.
Industries · 04 · 07
Financial services: hire under FCA scrutiny.
24 deployments across UK FTSE 100 banks, asset managers, insurers and broker-dealers. The competency frameworks are aligned to FCA SM&CR; the predictive validity is benchmarked against audit, compliance and front-office roles; the adverse-impact monitoring is what your D&I committee and the FCA both want to see.
Sector at a glance
Built for hiring under regulatory scrutiny.
Financial services is the sector where audit-readiness, predictive validity and adverse-impact testing aren’t nice-to-haves — they’re what the regulator and your own group head of compliance will ask for in writing.
Every Talent People product ships with the documentation, methodology and disaggregated reporting your compliance and D&I teams need to defend the process — without your TA team having to assemble it from scratch.
Deployments
24
UK banks, asset managers, insurers and broker-dealers using TTP products.
Time saved
64%
FTSE 100 graduate finance cohort (9,400 apps → 48 hires, 6 weeks).
Performance uplift
1.6×
First-year line-manager rating vs CV-screened cohorts.
Diversity uplift
+22pp
Within hired cohort vs prior year, no role-profile change.
The sector challenge
Volume, regulation and the certified-roles bottleneck.
Three pressures meet on every graduate finance pipeline. Volume — a single front-office vacancy now attracts 1,200+ applications, most polished by AI to the point of looking identical. Regulatory weight — certified-roles hires (advice, dealing, investment management) sit under SM&CR; you have to be able to show why each candidate was selected, against what criteria, and disaggregated by protected characteristic. Audit risk — if a regulator or an internal audit asks for the methodology, “we used a vendor’s screen” isn’t a sufficient answer.
The hiring process is now regulated infrastructure. Treat it that way.
Behavioural-evidence assessment makes the answer defensible. Every score is decomposable into the signals that drove it; the methodology is peer-reviewed by an external panel of chartered psychologists; and the adverse-impact data is generated by default, not as a service add-on. When the certified-roles question comes — from compliance, the regulator or counsel — the documentation is already in the pack.
What we deliver
Six capabilities, configured for regulated hiring.
Every capability ships with the documentation pack a financial services compliance and audit team will ask for. The defaults below are the starting point; sector practitioners adjust per firm, business line and role family.
Certified-roles competency models
Pre-configured competency frameworks for SM&CR-applicable roles — advice, dealing, investment management, controlled functions. Behavioural signals mapped to FCA-recognised conduct rules.
Adverse impact, by default
4-fifths rule monitoring across gender, ethnicity, socio-economic background and disability — not a post-hoc report, a real-time signal. Disaggregated per business line, geography and role.
r = 0.42 against performance
Independently benchmarked predictive validity against first-year line-manager performance ratings. Methodology peer-reviewed by external BPS-chartered panel; full report available under NDA.
Right-to-work + KYC integration
The Identity Verification platform integrates with the major UK financial-services KYC providers. Audit-ready exports for compliance file; pre-employment screening integrated into onboarding.
Onboarding to certification
First-90-days programmes mapped to graduate analyst progression in audit, advisory, sales and trading. CFA, IMC and certification-track integration; +18pp 24-month retention vs CV-only cohorts.
Frameworks & regulatory alignment
Documented against the regulators your compliance team answers to.
The platform is configured against the regulatory and chartership frameworks that govern early-careers progression in UK financial services. The methodology pack documents each alignment and is what your compliance team needs to file the process.
Procurement: every framework alignment below is supported by current evidence and audit reports. Available under NDA, usually back the same working day.
FCA SM&CR
Aligned
Senior Managers & Certification Regime conduct rules mapped to behavioural competencies.
PRA · Material Risk-Takers
Aware
Material Risk-Taker frameworks for banking; competency models adjusted accordingly.
CFA Institute
Aligned
Investment management programme alignment for advisory/portfolio routes.
CISI · IMC
Aligned
Investment Management Certificate chartership-route integration.
Featured · FTSE 100 investment bank
Case study · Graduate finance 2025
From 9,400 applications to 48 hires, in six weeks.
A UK-headquartered investment bank moved from CV-and-aptitude-test screening to evidence-first using the Assessment Platform across their 2025 graduate finance cohort. Screening time dropped 64%, offer-acceptance climbed, first-year performance beat prior cohorts by 1.6×, and diversity within the hired cohort increased 22 percentage points without any change to the role profile or the bar.
64%
Time saved
1.6×
Performance
+22pp
Diversity
Trusted by financial services teams at
FTSE 100 bank
HSBC
Lloyds
NatWest
Barclays
Schroders
M&G
Aviva
Talk to the sector lead
Got a regulator or audit question we should answer first?
Our financial-services lead is a chartered business psychologist who has filed methodology reports under SM&CR scrutiny in three FTSE 100 banks. The first conversation is usually 45 minutes, on Zoom, with the methodology pack as a follow-up. No obligation; bring the awkward questions.