Pensions policy is changing — recruitment must keep pace.

In July 2025, the UK Government reinstated the Pensions Commission to address the long-term sustainability, fairness, and adequacy of the country’s pensions system. This move signals a pivotal moment for the pensions sector, indicating that significant reforms may be on the horizon. For organisations within the pensions industry and those seeking careers in pensions, adapting to these changes is imperative.

Understanding the Commission’s priorities is crucial for aligning recruitment strategies:

• Adequacy & Falling Outcomes: The Commission has highlighted that, under current trajectories, retirees in 2050 may have up to 8% lower private pension income than those retiring today. This underscores the need for reform to ensure future pension adequacy.
• Under-Saving & Gaps in Coverage: Approximately 45% of working-age adults currently save nothing into a pension, with lower earners, the self-employed, and some ethnic minority groups disproportionately affected. Addressing these disparities is a key focus.
• Gender Pension Gap & Inequality: The private pension gap between men and women remains significant. The Commission is exploring structural reforms to address this disparity.
• Systemic Risk & Sustainability: Due to demographic changes, shifting liabilities, and scheme fragmentation, the Commission is considering reforms across employer duties, scheme design, consolidation, and incentives.

1. Identify and Prioritise New Competency Domains

The Commission’s agenda suggests that future roles in pensions will encompass:

• Data Analytics & Modelling: To stress-test adequacy, longevity, and scenario forecasting.
• Policy & Regulatory Strategy: To interpret likely government reforms, tax/regulation changes, and structural redesign.
• Behavioural Economics / Member Engagement: To help close saving gaps among underserved populations.
• Diversity, Equity & Inclusion (DEI) Strategy: To address pension inequality, gender gaps, and under-representation.
• Change & Project Management: To lead transformation, consolidation, system upgrades, or migration to new scheme models.

Recruitment efforts should reflect these evolving competencies, focusing on hybrid roles that combine traditional pensions expertise with emerging skills.

2. Broaden the Candidate Pool via Adjacent Sectors

Given the anticipated demand for hybrid skills, consider candidates from adjacent sectors:

• Fintech, Insurance, ESG/Impact Investing, Behavioural Science, D&I Consultancies: These fields offer transferable talent that can be upskilled into pensions roles.
• Skills-First Screening: Prioritise competencies such as data literacy, policy analysis, and DEI experience over traditional pensions experience.
• Mentorship & Domain Immersion: Provide structured onboarding and training to help candidates transition into pensions-specific roles.

3. Strengthen Employer Brand Around “Future Pensions”

Position your organisation as a forward-thinking entity:

• Communicate a Future-Facing Role: Emphasise involvement in shaping next-generation pension outcomes.
• Showcase Impact Stories: Highlight how new hires will influence closing pension gaps, designing reform, or improving member outcomes.
• Promote Learning & Development: Offer training, secondments, and exposure to policy developments.
• Emphasise Inclusive Culture: Especially with the focus on diversity, gender gaps, and underserved savers.

A compelling employer brand will attract candidates motivated by mission, purpose, and challenge.

4. Anticipate Surges in Demand & Front-Load Pipeline Building

Prepare for potential waves of new work following Commission recommendations:

• Map Out a 12–24 Month Hiring Forecast: Base this on plausible reform pathways.
• Create a Pipeline of Pre-Vetted Candidates: Engage in networking, internships, and talent pooling.
• Utilise Flexible Staffing: Incorporate contractors, consultancy, and fractional roles to respond quickly.
• Cross-Train Internal Pension Professionals: Equip your team with emerging skills to reduce dependence on external hiring.

5. Use Data and Measurement to Refine Recruitment as Reforms Unfold

Adopt a data-informed approach to recruitment:

• Track Metrics: Monitor time-to-hire, quality-of-hire by domain, and drop-off by role type.
• Run A/B Testing: Experiment with different job descriptions to see what resonates with candidates.
• Conduct Candidate Surveys / Exit Feedback: Use insights to refine messaging and identify missing skills.
• Maintain a Close Feedback Loop: Align recruitment criteria with policy shifts and Commission findings.

Consider a plausible outcome where the Pensions Commission recommends raising default contribution requirements and expanding auto-enrolment thresholds. In such a scenario:

• Policy Strategists and Behavioural Specialists: Required to redesign member journeys.
• Regulatory Teams: Need expertise to interpret and implement new employer obligations.
• Analytics Teams: Must stress-test multiple contribution scenarios.
• DEI or Inclusion Specialists: Essential to ensure reforms don’t worsen inequality.

If your recruitment strategy hasn’t already considered these roles, you’ll struggle to fill positions promptly in a high-demand wave.

1. Review and Update Job Descriptions: Incorporate future-focused language such as “pensions + analytics” or “pensions compliance + DEI.”
2. Build Adjacent-Sector Talent Pipelines: Reach out to data teams, behavioural consultancies, and D&I professionals.
3. Strengthen Employer Brand Messaging: Frame roles as mission-driven and modern, not stuck in legacy systems.
4. Train Internal Teams: Offer cross-skilling in analytics, policy, and DEI to ensure organisational flexibility.
5. Track Recruitment Performance Metrics: Be ready to pivot as Commission findings are released.

The revival of the Pensions Commission marks more than a policy exercise — it is a signal that the pensions sector is entering a phase of structural transformation. For those recruiting in pensions, there is both risk and opportunity. The firms and schemes that adjust their recruitment strategy now — to reflect emerging domains, hybrid roles, inclusive hiring, and future-focus — will be best placed to capitalise when reform starts to reshape pensions for the next generation.