Redundancy, whether anticipated or not, can be a difficult experience. The last thing anyone needs is to be told that it reflects their capability or performance, particularly when they’ve built a successful career over many years. The reality is that redundancy can affect anyone, regardless of their tenure, experience, or track record of success.
It is the role that has been made redundant, not you
Within financial services, redundancies are not uncommon, particularly in organisations going through mergers, acquisitions or broader transformation initiatives while operations, fund accounting and middle-office teams continue to be impacted by offshoring, automation and changing operating models. While experiencing redundancy can be unsettling, it's important to remember that most hiring managers understand these decisions are driven by business needs rather than individual performance. In today's market, redundancy is rarely viewed as a reflection of capability, and many highly successful professionals have found themselves affected at some point in their careers.
And the good news is that redundancy does not have to define your career. In many cases, it becomes the catalyst for new opportunities, fresh perspectives, and even greater professional success. If you've recently been made redundant and are grappling with the loss of routine, identity, or confidence that can come with it, the following steps can help you navigate the transition and move forward with purpose.
Prioritise your wellbeing
It’s completely normal to feel shocked, anxious, disappointed or even embarrassed after being made redundant. Give yourself permission to process those emotions and lean on people you trust.
As one senior Investment Operations leader said:
“I spent the first week alternating between panic and disbelief and I spent a lot of time telling myself to stay positive when I really didn’t feel like that. It was draining and it took a while before I was mentally ready to start thinking about looking for a new job."
If that sounds familiar, you're not alone.
At the same time, prioritise your wellbeing. Job searching can easily become all-consuming, but maintaining routine, exercising and staying connected with friends and family will help you stay energised and resilient. Not only is this better for your mental health, it will also help you present your best self to prospective employers.
Your next move: Update your CV and LinkedIn
One of the most productive steps you can take is ensuring your professional profile is ready for the market. Whether you've just been made redundant or suspect organisational changes may be on the horizon, updating your CV and LinkedIn profile should be a priority. These are often the first places recruiters and hiring managers will look when assessing your suitability for opportunities.
A common question is whether redundancy should be mentioned on your profiles. If you've only recently left your employer, there's usually no need. However, if your job search extends for several months, it's often best to acknowledge the gap factually. As mentioned redundancy is a well-understood reality in financial services and is unlikely to be viewed negatively. A brief, honest explanation such as "Position made redundant following organisational restructure” provides clarity and is far better than leaving others to make assumptions.
More important is that your CV and LinkedIn profile should focus on what you've achieved, the responsibilities you've held, and the value you've delivered. Make sure you provide enough detail for prospective employers to clearly understand your background and expertise. A job title and a couple of generic bullet points won't tell your story nearly as effectively as a well-written profile that highlights your accomplishments and specialist knowledge.
Still struggling for inspiration? Kaizen’s Resume Writing tips should help
Reconnect with your network
One of the most overlooked parts of a job search is reconnecting with your network. Many candidates assume that recruiters and former colleagues will remember them indefinitely, but the reality is that people naturally focus on those they have spoken with recently. If you interviewed with a recruiter three years ago and haven't been in touch since, you're unlikely to be front of mind when a suitable opportunity arises. A simple message updating them on your situation, sharing your latest CV and outlining the type of role you're targeting can make a significant difference.
The same applies to former managers, colleagues, clients and industry contacts. Your next opportunity could come through people who already know your capabilities, so don't be afraid to reach out. Most people are far more willing to help than candidates expect, particularly when approached with a genuine, concise and professional message.
Stay active and relevant during your search
One of the best ways to stop redundancy from becoming the focus of your job search is to show employers that you've used the time productively. Hiring managers are far more interested in what you've been doing since your last role than why you left it in the first place.
Candidates who stay active by completing relevant certifications, developing technical skills, learning AI and automation tools, attending industry events or contributing to professional communities often stand out from the crowd. In investment operations and fund accounting, for example, we regularly see employers respond positively to candidates who can demonstrate knowledge of emerging technologies, process automation and data-driven ways of working. If you're unsure which skills, certifications or market trends are currently attracting attention, speaking with a specialist recruiter can provide valuable insight into what employers are prioritising.
This becomes particularly important when you're asked, "What have you been doing since your last role?" A strong answer demonstrates growth, initiative and purpose: "I've been actively exploring opportunities while also completing a certification, attending industry events and improving my knowledge of AI tools and automation." A weaker answer is simply: "I've been applying for jobs."
While there's nothing wrong with focusing on your job search, employers are often looking for evidence that you've continued to develop professionally and remained engaged with the industry. The more you can show that you've invested in yourself during the transition, the easier it becomes for employers to focus on the value you can bring.
Explaining redundancy in interviews
When discussing redundancy in an interview, keep the explanation brief, factual and forward-looking. A simple statement such as, "My role was made redundant as part of a broader restructure" is usually all that's required. From there, shift the conversation to the value you can bring. The strongest candidates position themselves as problem solvers rather than job seekers, focusing on their achievements, expertise and how they can help the hiring manager overcome current challenges.
Avoid appearing bitter about your previous employer or dwelling on the circumstances of your departure. Instead, demonstrate resilience and momentum by highlighting what you've been doing since leaving, the skills you've developed and the impact you can make. Ultimately, employers are far more interested in what you can do for their business than the fact you were affected by a redundancy.
You’re not alone
Redundancy is becoming increasingly common across financial services and can affect professionals at every level, from analysts and associates through to senior leaders and executives. No amount of tenure, strong performance or industry experience makes someone immune from organisational change. That's why it's so important not to view redundancy as a reflection of your ability or value.
While you can't control the circumstances that led to the redundancy, you can control how you respond to it, and that can have a significant impact on both your job search and your wellbeing.
As one candidate who had been out of work for six months said:
"The hardest part isn't applying for jobs, it's staying positive after the rejections. You question yourself, so I try to remind myself that I wasn't made redundant because I wasn't good enough."
Those feelings are more common than many people realise.
Another candidate, who recently secured a new role after experiencing the same doubts, took a different approach:
"I treated redundancy like a project and committed to learning something every week. I kept posting on LinkedIn, met people for coffee, attended industry events and took a short AI course. The structure gave me confidence and by the time I interviewed, I had new skills to talk about."
Their experiences were different, but they shared one important mindset: neither allowed redundancy to define them. They acknowledged the setback, kept moving forward and focused on what they could control. In the long run, that resilience matters far more than the redundancy itself.
Final Thoughts
Redundancy can feel deeply personal, but in reality it's often the result of circumstances beyond your control. Organisational restructures, mergers, offshoring initiatives and changing business priorities can impact anyone, from early-career professionals through to senior leaders with decades of experience. Some of the most accomplished candidates we work with have experienced redundancy at some point in their careers. It doesn't diminish their achievements, and it certainly doesn't define their future success.
If you'd like further guidance, reach out to the Kaizen team. We speak with financial services professionals every day and have helped many candidates successfully navigate redundancy and secure their next opportunity. Whether you need feedback on your CV, insight into hiring trends, guidance on positioning yourself in the market or simply an honest conversation about your options, we're here to help. Sometimes a short discussion with a specialist recruiter can provide the clarity, confidence and direction needed to take the next step.
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