Sourcing and retaining OMS/EMS talent in 2025 is a growing challenge due to the evolving landscape of capital markets technology. The definitions of OMS, EMS, and EOMS vary depending on the firm’s perspective.
Buy-side firms typically use OMS for order and portfolio management, while EMS focuses on execution and liquidity routing. Sell-side firms often merge both into an EOMS, streamlining workflows but adding complexity to hiring.
This inconsistency creates friction in technology adoption and innovation, as firms struggle to align skill sets with their specific needs. Systems like Aladdin and Charles River require deep expertise, making recruitment highly competitive.
To secure top talent, firms must refine hiring strategies, look beyond traditional finance backgrounds, and invest in training, career development, and retention incentives. In a fast-changing market, adaptability and a proactive hiring approach will be key to maintaining a strong technology workforce.
Why OMS/EMS talent is in high demand
The demand for OMS/EMS talent is accelerating as capital markets evolve. The rise of algorithmic trading and portfolio automation is a key driver, with the algorithmic trading market reaching $3.1 billion in 2023 and projected to grow at a 13% CAGR between 2024 and 2032. Firms are investing heavily in advanced execution management solutions to optimise trade flow, reduce slippage, and enhance decision-making.
Regulatory pressures are also fuelling demand. As compliance, risk management, and regulatory reporting become more complex, firms require specialised expertise to navigate evolving frameworks.
Deloitte’s RegTech report predicts a surge in new players and solutions, driving industry consolidation as firms seek fit-for-purpose, cost-effective solutions. Unified RegTech platforms may emerge, embedding multiple compliance tools into OMS/EMS ecosystems.
Beyond compliance, the need for seamless front-to-back office integration is reshaping talent needs. Imagine an asset manager struggling with fragmented systems – manual reconciliation, trading inefficiencies, and compliance risks. OMS/EMS platforms bridge these gaps, making specialists in system implementation and optimisation essential.
The key skills shared by the best OMS/EMS talent in 2025
As OMS/EMS platforms become more advanced, firms must look for professionals with a strong mix of technical expertise, trading knowledge, and adaptability. The ability to integrate and optimise these systems is key to ensuring smooth trading operations and regulatory compliance.
Technical expertise is essential. Proficiency in API integrations, Python, SQL, and FIX protocol enables professionals to configure and maintain OMS/EMS platforms efficiently. As firms increasingly rely on automation, candidates must be able to streamline processes and support complex trading strategies.
A deep understanding of trading workflows is also critical. OMS/EMS professionals must navigate the differences between buy-side and sell-side processes, ensuring seamless order execution, trade routing, and post-trade reconciliation.
With increased regulatory scrutiny, firms need specialists who understand risk management, trade surveillance, and compliance requirements. As AI-driven trading tools become more prominent, adaptability to machine learning and automation is increasingly valuable.
By prioritising these skills, firms can build a strong talent pipeline and stay ahead in an evolving market.
How to source and attract OMS/EMS talent
Attracting and retaining OMS/EMS professionals requires a strategic and proactive approach. With demand for these specialists at an all-time high, firms must offer competitive compensation and career development opportunities.
Top candidates are drawn to roles that provide progression, exposure to cutting-edge trading technology, and the chance to work on complex market infrastructure. Clearly defined career paths and continuous learning opportunities are key to standing out.
Flexible work arrangements have also become a major factor in attracting talent. Many professionals in capital markets technology prefer hybrid or remote options, particularly given the fast-paced, high-pressure nature of trading environments. Offering flexibility can set firms apart from competitors still insisting on rigid office-based roles.
A strong employer brand is just as important. Firms that position themselves as innovative, forward-thinking, and employee-focused naturally attract top-tier talent. Creating a reputation for technological leadership and strong workplace culture will make a firm more attractive to high-calibre candidates.
Finally, partnering with specialist fintech recruitment firms like OFS provides a competitive edge. With deep industry expertise, OFS connects firms with highly skilled, culturally aligned professionals, ensuring businesses secure the talent needed to thrive in an evolving market.
How to keep the best talent in 2025
As AI and automation reshape trading technology, firms must invest in upskilling programs to ensure employees stay ahead of market trends. Nearly 70% of financial services leaders believe that at least half of their workforce requires upskilling this year. Providing structured learning pathways in AI-driven trading tools, automation, and evolving regulatory frameworks will enhance engagement and retention.
A collaborative culture between technology and trading teams is equally vital. Deloitte found that 73% of employees engaged in collaborative work report improved performance, while 60% say it sparks innovation.
Encouraging cross-functional projects and communication between traders, quants, and technologists can create a more cohesive work environment.
Ensuring that employees have access to cutting-edge tools and system upgrades also plays a critical role. PeopleInsight data reveals that 28% of employees feel they lack the necessary equipment and resources to perform their roles effectively. Investing in the latest OMS/EMS platforms and trading technology keeps teams engaged and aligned with industry advancements.
Finally, firms must offer leadership pathways to retain top performers. Providing clear progression routes into senior roles, mentorship opportunities, and strategic decision-making ensures that high-potential employees remain invested in the business long-term.
The race to keep face
As the market evolves, firms that fail to proactively address these challenges risk losing out on top talent to more forward-thinking competitors. Now is the time to assess your talent strategy and ensure your team is equipped for the future.
At OFS, we specialise in sourcing and helping you retain the best OMS/EMS professionals in the market.
Get in touch today to discuss how we can help you build a high-performing team that drives long-term success. Contact us to learn more.
