This month, we had the pleasure of sitting down with Titta Hukkanen, Business Manager at Core-Asset Consulting. With an impressive career spanning over 18 years, Titta specialises in recruiting talent across a broad spectrum of roles within Business Support Services, including Compliance, Risk, Marketing, HR, and Pensions. Titta shares insights into her journey into recruitment, her passion for matching the right candidates with the right opportunities, and her thoughts on the latest trends in the ever-evolving financial and professional services sectors.

First of all, can you tell us a bit about yourself and how you got into recruitment?

I grew up in a small village in Finland, with fewer than 3,000 people. It was a peaceful place with little going on, and I enjoyed the quiet. However, I knew I wanted to experience something bigger, which eventually led me to move to the UK after school. I studied Business Management at Napier University, and knew I wanted to work in a field that offered variety and growth. After graduating, I focused on finding opportunities with smaller, dynamic companies and discovered Core-Asset Consulting. What drew me in was the company’s people-centred, service-oriented approach. The diversity of the role and the chance to make a real difference in people’s lives made recruitment feel like the perfect fit.

What brought you to Scotland?

I travelled a lot during a few summers before moving here, and one of my stops was Edinburgh. I was captivated by the city’s character, the blend of history and modernity, and the international feel. Having the ability to speak the language made it an easy decision to come here for what I thought would just be a gap year. But I fell in love with the place, and many years later, I’m still here. It’s amazing how a city can feel both vibrant and close-knit. I’ve been here ever since!

Can you tell us about your role and the areas you look after?

I manage permanent recruitment for a range of roles, including business support, marketing, HR, compliance, financial crime, and pensions. Each sector has its own intricacies, which keeps the job interesting. For instance, in marketing, you have both digital and traditional aspects like social media and campaign management. HR touches on everything from operational work to learning and development. In financial crime and compliance, the stakes are high, with a focus on regulatory standards and risk management. What I love about my role is that it offers a unique opportunity to gain deep insight into these diverse fields, helping me connect the right people to the right opportunities.

What are the main characteristics of permanent recruitment?

Permanent recruitment requires a long-term mindset. It’s not about filling a role quickly; but about building lasting relationships with both clients and candidates. We take the time to understand our clients’ culture, values, and how they operate, so we can find candidates who are not only qualified but will thrive in that environment. Similarly, we delve into candidates’ long-term aspirations, ensuring they’re a strong fit for the role and the company. It’s about creating partnerships that stand the test of time.

Are there any specific questions or approaches you use to really understand clients and candidates?

Yes, beyond the basics—like work preferences, commuting logistics, and hybrid working options—it’s essential to have honest conversations about the challenges of a role. For example, if a work environment is fast-paced or particularly demanding, I make sure the candidate is prepared for that reality. It’s about asking probing questions to ensure they’re equipped to handle the role. By being transparent, I can match candidates who will genuinely thrive and succeed.

When you're initially reaching out to candidates, does it feel like a soft interview?

It often does. Candidates may feel like they’re being put under a microscope because we ask so many questions—from work preferences to salary expectations. It helps us build a strong relationship from the start, so it’s not transactional—it’s about understanding people on a deeper level.

What are the best parts of the job for you?

The best part is definitely seeing the positive impact you can have on people’s careers. Placing someone in a role where they can thrive, watching them grow and succeed—it’s incredibly fulfilling. I’ve built relationships with candidates over the years, some of whom return after a chapter, ready for the next step in their career. Being able to support them throughout their journey is what makes this job so rewarding.

What trends are you seeing in the industry at the moment?

A few key trends are shaping the way businesses are approaching recruitment. In financial crime and compliance, there’s a strong focus on cyber security. As technology advances and threats become more sophisticated, we’re seeing a rise in businesses bringing in specialists who can navigate these challenges. It's not just compliance roles that are in demand; experts in due diligence across financial crime are becoming increasingly sought after as businesses work to mitigate risk more effectively.

Then, there’s the impact of Consumer Duty regulations. These have been in place for a year now for open products, and with the introduction for closed funds this past July, the demand for talent at all levels is rising. The FCA is really pushing businesses to show clear evidence that they’re delivering value for money to consumers, which means a lot of companies are strengthening their compliance and risk teams. This is having a knock-on effect on recruitment for ancillary roles that support these regulatory requirements.

On the marketing front, we’re seeing the shift towards digital continue at a fast pace. There’s a continual rise in demand for roles like social media specialists, web designers, and digital content creators. Companies are becoming more data-driven in their marketing efforts, which means they’re looking for people who can blend creativity with tech and data skills to engage audiences more effectively.

What’s your number one piece of advice for candidates in today’s climate?

I always tell candidates to focus on the opportunity rather than just the salary. While money is important, taking a role based on its long-term potential can often lead to greater career satisfaction and growth. And, as my colleague once told me, “Never assume”—don’t assume that a role won’t offer flexibility or part-time options. If something piques your interest, explore it, ask questions and keep an open mind.

What’s the best advice you’ve ever received?

“Provide the service you’d want to receive.” It’s simple but effective. If I’m happy with the service I’m offering, then I can trust that my clients and candidates will feel the same. It’s about delivering with integrity and always putting yourself in the other person’s shoes.