Why Is There a Shortage of TPRM People?
Inside the Recruitment Market for Third Party Risk Talent - Third Party Therapy Podcast — featuring Jack Birch, Head of Interim Management Practice, and Will Cook, Senior Consultant, Procurement Heads
Third party risk management (TPRM) has grown rapidly as a discipline — but has the talent pool kept pace? In this episode of Third Party Therapy, host Mike Day is joined by Jack Birch and Will Cook of recruitment specialist Procurement Heads to discuss the TPRM hiring market, why demand is outstripping supply, and why almost nobody grows up wanting a career in third party risk.
## A Decade of Rising Demand
Both guests have watched demand for TPRM talent climb steadily. Jack, who leads interim recruitment, has seen a significant uplift in briefs for quality TPRM hires, often framed as "we're struggling to find this person." Will traces a clear inflection point to around 2021-2022, when a single client ran a project recruiting eight roles tied to the SS2/21 and PS7/21 operational resilience regulations — a scale of TPRM-specific hiring that simply hadn't existed in the market before.
## Spiky Demand, and Interim as the Bridge
Demand tends to move in peaks and troughs, often driven directly by regulatory change — SS2/21 historically, and more recently DORA. Jack notes a real split in client behaviour: some organisations plan six to twelve months ahead of a known regulatory deadline and start upskilling or resourcing early; others only react once a deadline is imminent, sometimes almost by accident discovering a regulation is about to bite. This is where interim hires come in — often a senior, more expensive specialist brought in to build a framework from a "greenfield" starting point, before handing over to a more junior permanent hire once the programme is established and running.
## More Demand Than Supply
Both guests agree the market currently favours candidates. Jack attributes this partly to the sheer number of organisations that didn't have a formal TPRM function even two years ago but do now, meaning the pool of genuinely experienced practitioners hasn't grown fast enough to match new demand. Practically, this means good TPRM people are often not actively job-hunting at all — they're in the "passive" market, and need to be headhunted directly with a compelling, specific opportunity rather than reached through a generic job advert.
## Where TPRM People Actually Come From
Rather than a single feeder profession, Jack and Will see TPRM talent arriving from several directions — most commonly from procurement, particularly IT category management, given its natural overlap with regulatory frameworks like DORA that carry a strong technology and cyber lens. Will also sees hiring managers deliberately recruiting "sideways" from adjacent risk disciplines — enterprise risk, anti-money laundering — on the basis that a strong risk mindset and stakeholder communication skills can be taught the specific regulatory detail, even where a candidate's CV doesn't match the job description word for word.
## Beyond Financial Services: Manufacturing and Supply Chain Risk
While financial services remains the most mature TPRM market, both guests are seeing early signs of similar roles emerging in manufacturing and FMCG, often under titles like "supply chain risk manager." Jack recounts one insurance client pricing a newly created supply chain risk role at roughly £45,000-£50,000, only to be told candidates already earning double that might consider a conversation — a sign of just how far pricing expectations can be out of step with market reality in a newly maturing niche.
*Editorial note: the specific salary figures Jack Birch cited for this anecdote are his own recollection from a client conversation and have not been independently verified.*
## ESG and Sustainability: A Growing but Immature Niche
Will notes strong candidate interest in ESG, sustainability and ethical sourcing roles within supply chain risk, but sees organisations lagging behind in creating dedicated headcount for it. Both guests, along with Mike, discuss how ESG differs from other TPRM risk domains in being driven more by genuine organisational culture and values than by the threat of regulatory fines — something Mike suggests should, ideally, be championed on its own merits rather than only when a specific legislative deadline (such as CSRD or CSDDD) forces the issue.
## Fragmented Titles, Fragmented Structures
Job titles in this space vary enormously — a "supplier relationship manager" at one firm might be doing the work of a procurement manager and a third party risk manager combined. Will notes that larger organisations tend to have more clearly defined, separate roles, while small and medium-sized businesses more commonly have people wearing multiple hats, which Will frames positively as opening up varied career pathways even if it reflects a less mature structure.
## Why the Talent Pool Stays Small
Both guests point to a lack of basic awareness as the single biggest barrier to entry. Neither recalls meeting anyone who grew up wanting to be a third party risk manager — the discipline simply isn't visible or championed as a career option to school leavers, university students, or even many procurement professionals until they stumble into it. Will adds a related structural issue: hiring managers often expect a first TPRM hire to already understand specific regulations in depth, which can unfairly screen out candidates with strong transferable risk or communication skills who could be upskilled relatively quickly.
## Common Recruitment Mistakes
Jack's clearest lesson from recurring client conversations: organisations often "blame the market" for a failed permanent search, when the real issue is a mismatch between expectations (seniority, experience, timeframe) and the salary or day-rate on offer. His advice is to fail fast and adjust rather than leave a role unfilled on the market for months. Will adds that rigid job specifications are a common trap — being open to hiring a less experienced but sharp, fast-learning candidate, rather than insisting on someone who's "been there and done it," often produces a better long-term outcome.
## Advice for Organisations Starting a TPRM Search
Jack and Will's shared advice: do genuine market research before going out to hire — understand who else is competing for the same talent, and get a realistic read on pricing and availability rather than relying on a generic salary benchmark search. Specialist recruiters can offer impartial, experience-based input even outside a formal placement, and getting the role "right the first time" avoids the credibility problem of a vacancy that's visibly been open for months. Fundamentally, both stress understanding what challenge the hire needs to solve before writing the job spec at all.
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**Listen to the full episode of Third Party Therapy, produced in association with CeFPro, on Apple Podcasts, Spotify, Amazon Music, Audacy and YouTube, or visit thirdpartytherapy.com to subscribe to the mailing list.**
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### Tags
#ThirdPartyTherapy #TPRM #TPRMRecruitment #ThirdPartyRiskManagement #ProcurementCareers #TalentShortage #RiskManagementCareers #InterimManagement #ESGCareers #SupplyChainRisk #VendorRiskManagement #DORA #SS221 #CareerPathways #RiskManagementPodcast #WhyIsThereAShortageOfTPRMPeople #HowToHireForTPRM #TPRMPodcast


