Summary
Quant finance is growing fast—with the market set to hit $31.37 trillion by 2031. But attracting and retaining top talent has never been harder. Our latest report explores the global trends shaping quant hiring, from rising hubs in Asia to the growing need for AI and data expertise. We break down why average tenure is just 2.2 years, what motivates quants to switch firms, and how companies can stand out with the right infrastructure, culture, and compensation. At Harrington Starr, we connect leading firms with quant professionals who deliver results through matching skills, culture, and ambition in New York, London, and beyond.
What Will the Future Hold for Quant Hiring and Retention?
The quantitative finance sector is growing rapidly, with the global quant trading market projected to reach $31.37 trillion by 2031. As the market expands, the demand for specialist talent in data science, machine learning, and algorithmic trading continues to outpace supply—creating intense competition for top performers.
Global Trends and Regional Shifts
North America remains the dominant region, but Asia Pacific is the fastest-growing due to strong tech infrastructure and academic excellence. Europe maintains its strength, while emerging hubs in the Middle East, Africa, and Latin America present new opportunities as the market becomes increasingly decentralised and connected.
Inbuilt Alpha and the New Competitive Edge
Firms are gaining advantage through “inbuilt alpha”—a combination of exclusive datasets, advanced execution tech, high-speed infrastructure, and sophisticated AI models. But to fully leverage this, they must attract the right talent with both technical and soft skills.
Hiring Hurdles and Talent Loss
Quant professionals are highly sought-after, often weighing multiple offers. Firms over-relying on live track records risk missing promising talent, and performance metrics don’t always scale in real-world trading environments.
Retention is also a challenge. With an average tenure of just 2.2 years and 85% considering leaving, firms must address poor infrastructure, limited career paths, and uncompetitive compensation to reduce turnover.
What Firms Must Do
Competitive salaries alone aren’t enough. Companies must offer clear development paths, cutting-edge tools, and a strong cultural environment. Avoiding rigid hiring criteria and investing in both people and technology is crucial to staying ahead.
How Harrington Starr Supports
With offices in London and New York, Harrington Starr connects firms with top-tier quant talent globally. We assess technical skill and cultural fit, structure attractive compensation packages, and reduce hiring risk by providing access to active and passive candidates across asset classes and strategies.
If you're facing challenges with hiring or retention in your quant teams, we can help you find and keep the people who make a difference.
