5th October 2026

Risk Hiring Trends 2026: UK & EU Risk Market Update

Risk hiring trends in 2026 have centred on one priority: stronger frameworks. Across the UK and Europe, firms have renewed their focus on Non-Financial Risk. Many have rebuilt or expanded their Enterprise Risk Frameworks. Danos Group’s 2026 Risk Market Update examines what has driven this demand. It also covers the challenges firms have faced and the profiles clients have prioritised.

UK Risk hiring trends: frameworks, first line and AI

In the UK, regulation has shaped much of the activity. The Non-Financial Misconduct Framework has played a part. So has the continued embedding of the UK Operational Resilience regime, alongside DORA for firms with EU entities. In addition, the regulator has turned more attention to non-bulge bracket banks. As a result, many smaller firms have built more effective controls and reporting standards.

Several further themes stand out:

First-Line Growth: Firms have moved more responsibility into first-line controls teams. They want candidates who understand the product and can embed an effective risk culture.

AI Governance: Dedicated AI governance roles have begun to emerge, both in-house and in consulting. Although regulatory oversight remains limited, firms want AI controls that feed into the Enterprise Risk Framework.

Succession Planning: Several longstanding executives have begun to consider retirement. Consequently, firms increasingly need external hires to step into senior roles.

Operational Resilience: Geopolitical and economic events have kept resilience high on the agenda. Meanwhile, sophisticated cyber-attacks have added pressure on Information Security and BCM teams.

Hiring and retention challenges

Overall, the UK market has remained cautious, especially for senior hires. Approvals for new and backfill roles have stayed hard to secure, particularly on the sell-side. At the same time, experienced professionals have moved to the buy-side and crypto for higher bonuses and equity. Sell-side salaries, by contrast, have largely flatlined.

Firms have therefore relied more on counteroffers, junior hires and nearshore resourcing. Flexibility also matters. For many candidates, hybrid working now outweighs salary. However, firms that need to build and embed frameworks have created real scope for senior professionals to make an impact.

Talent insights: a large pool that rarely moves

Our data covers senior Risk professionals with more than 10 years’ experience across UK Financial Services:

3% talent pool growth year on year
9.4% mobility over the past year
51:1 talent pool ratio of candidates per live role

In other words, most senior Risk professionals are passive rather than actively looking. London also holds over half the UK pool, while no other city exceeds 5%. Therefore, firms relying on inbound interest alone will see longer time-to-hire. Proactive, targeted search backed by a differentiated offer will outperform standard advertising.

UK Risk compensation in 2026

The report sets out base salary and bonus ranges across the sell-side, buy-side and consulting. For example, sell-side Enterprise Risk VPs earn £80,000 to £120,000 base, with 10% to 20% bonus. Buy-side CROs, meanwhile, command £250,000 to £500,000+ base, with bonuses of 60% to 150%+. In consulting, Senior Managers earn £85,000 to £140,000.

EU Risk hiring trends: DORA, third parties and AI

Across Europe, demand has been strongest in Frankfurt, Paris, Dublin, Luxembourg, Amsterdam, Zurich and the Nordic capitals. Hiring has remained measured at senior level. Instead, firms have prioritised proven implementation experience.

Operational Resilience & DORA: DORA became fully applicable on 17 January 2025. Since then, the focus has shifted from interpreting the rules to proving frameworks work in practice.

Third-Party Risk: Firms have strengthened ICT supplier registers, vendor monitoring, contractual controls and exit planning.

Enterprise & Non-Financial Risk: Firms have brought Operational, Technology, Cyber, Outsourcing and Conduct Risk together. As a result, they need professionals who can lead risk appetite, KRIs and board reporting.

AI Governance: As the EU AI Act is implemented, firms want Risk professionals who can fold AI risk into existing frameworks.

First-Line Risk & Controls: Day-to-day ownership has moved further into business and technology teams. Cross-border experience is also highly valued.