Leading FinTech Recruitment & Technical Search

In the technology space you have a wide spread of highly skilled individuals who will have nine times out of ten performed or worked on something relatable to the project required.

Not only do we want to make sure we are finding the right technical match in terms of skillset but also identifying where they sit within their current role in terms of ownership of responsibility of a specific platform or project.

This comes from really identifying with the client what they needs are across the board, what is missing in the current team, what can someone bring to the table to add value.

Brand perception is key, make sure that your online presence is strong and conveys a truthful perception of the business.

Incentivise and drive your talent to stay. Talent attracts talent. Hackathons, meet ups, challenges; things that were common pre pandemic.

Be aware of what the markets trends are with regards to salaries, benefits and hybrid working environments. Don’t be left behind in ever evolving times.

Build and define a streamlined interview process. The candidate experience whilst interviewing will be their first (and only for some) perception into what life is like at said company.

Don’t invest your time in a “numbers game”; work with a Recruiter who can help you design a recruitment and screening process to ensure the shortlist of profiles contains multiple candidates you could hire.

We lost interest in 20% of candidates that are asked to perform an “at home” or remote coding exercise which can take up to two hours before even speaking to someone.

A pair programming session or whiteboarding exercise with a future peer or mentor encourages collaboration where core tech competencies are displayed along side softer skills like communication, ability to think on their feet, and challenging a decision.

Protect your brand, the last thing you want is your companies name being the talk of the town for hiring yet you have not found the right person yet. This is normally due to working with multiple recruiters who don’t understand the brief and want to get out to half the “city” until they find the right keywords on a CV. It does more damage than good.

Why should the candidate want to work for you? The first interaction should be a two way conversation; they should leave that first meeting excited for the next, not just happy because they answered all of the interviewers questions correctly.

Diversity and inclusion are crucial in FinTech hiring as they promote creativity, innovation, and a broader perspective. To ensure diversity and inclusion, companies should actively recruit from a wide range of backgrounds and implement policies to prevent bias in the recruitment process. We take all this into account during our own headhunting activities.

The ideal team structure for a FinTech company depends on the specific goals and needs of the organisation. However, a combination of technical and non-technical roles can be beneficial, with individuals possessing a diverse range of skills and backgrounds.

Building a team with complementary skills can be achieved by focusing on hiring for the specific skills needed and utilising assessments to evaluate the team's strengths and weaknesses.

To evaluate a candidate's potential for growth and adaptability, you can ask questions about their willingness to learn and take on new challenges, as well as examples of how they’ve adapted to situations in the past.

Additionally, assessing their ability to problem-solve and handle change can provide insight into their adaptability.

To help employees stay ahead in the FinTech industry, training and development programs should be focused on relevant skills and technologies.

Providing opportunities for professional development, as well as the opportunity to attend industry events, conferences, and networking, can help employees stay up-to-date and competitive in the industry.