Better Approaches to Hiring For Your FinTech Company

FEATURED POST

If you are looking for people to join your fintech organization, you are obviously going to be keen that they are the right people.

The truth is that hiring into such a business can be a hard thing to get right, and can take a great deal of care and patience.

However, as long as you have a decent approach and you know how to do so, you should find that you can make it a lot easier and get a lot more out of it on the whole.

In this post, we are going to take a look at some of the better approaches to hiring for your fintech business that you may want to bear in mind. The following are all likely to be hugely important ways of getting your fintech to have better people. Let’s take a look.

Hire For Learning Velocity

Credentials are one thing, but fintech moves quickly, and you’ll probably want to have people who are able to move quickly too.

Skills have a way of becoming quickly outdated, and new frameworks or regulations appear without much warning.

Instead of anchoring your search on specific toolsets or years in the industry, look for people who can learn fast, reason well, and transfer knowledge across domains.

When you find this, it generally means that you find people who are actually going to be a better fit, and will stick it out with you longer.

Present unfamiliar but solvable challenges and see how candidates break them down, or ask about moments when they had to pick up something new under pressure.

Blend Technical Assessments With Real-World Context

Traditional coding tests or quizzes often miss what actually matters: how someone solves fintech-specific problems where security, performance and compliance can often collide.

Better alternatives might include making use of small realistic take-home tasks tied to your domain, or carrying out pair-programming interviews that focus on reasoning rather than speed.

It’s these kinds of tests that are likely to really show you who you need, and will result in having the best possible people in your team overall. So make sure that you have thought about this if you really want to have better people working for you.

Actively Seek Out Cross-Functional Thinkers

Fintech isn’t purely technical or purely financial - it’s an ecosystem that mixes operations, product, regulation and customer behavior.

Teams work better when individuals can appreciate perspectives outside their own lane, and this is something that you therefore want to encourage as fully as you can.

You can do that by screening for candidates who have worked in hybrid roles or contributed beyond their strict job title, and you might also want to invite people from different departments into the interview loop to help decide who you want too.

Overall, if you also prioritise communication skills you’ll find that this is likely to mean you end up with flexible people who are comfortable with ambiguity - and that can prove incredibly important in all this too.

Prioritize Diversity

From the start, you’ll need to make sure that you are placing a priority on diversity.

Fintech often deals with bias-sensitive systems, and diverse teams are simply better at spotting blind spots. But you have to remember that this won’t just happen by accident - you have to encourage it to happen instead.

There are a number of steps that can help with that, including broadening your sourcing channels to include community groups, executive search channels, universities outside typical target lists, and remote hire.

You might also want to use structured interviews to reduce subjective drift, and make sure that candidates meet interviewers who actually reflect your culture, not just one segment of it.

The result? A diverse, more powerful, workforce.

Build A Better Hiring Experience

Your hiring process should signal what it feels like to work with you.

If your product aims to make finance more transparent, your hiring should be transparent too.

Consider using clear timelines and expectations from the moment someone applies, as well as making sure that you are giving candidates brief visibility into how decisions are made in the company. You should also share what success looks like in the first three months, so they know what to do and what is expected of them.

The better you advertise the culture, the more likely it is that you will end up with the right people, so it’s a really simple way to make the experience better for everyone.