Tag: candidates

Lower Interest Rates, Higher Demand: Why Fintech Firms Must Act Now to Secure Top Talent

| 3 minutes

As interest rates begin to ease, the lending landscape is poised for transformative change. With the Federal Reserve signaling potential rate cuts, the fintech industry stands at the threshold of a significant shift. So what does this mean for talent in the industry? 

The Impact of Lower Interest Rates on Borrowing and Growth

Lower interest rates are generally associated with increased borrowing activity. For fintech firms, this could lead to a surge in demand for structured financial products, services, and organizational growth. Companies like LendingClub, who have over 20 open positions on their careers page, have adeptly navigated high-interest-rate environments, are in a prime position to capitalize on this shift.

Responding to Changing Market Conditions

New SaaS platforms are often spotlighted as leading the charge in all market conditions and HUSTL banking is no exception. The HUSTL platform is designed specifically for freelancers, addressing the unique financial challenges faced by gig workers. This kind of targeted innovation highlights the expanding scope of fintech’s influence in response to changing market conditions.

Haboo Money is preparing to introduce dynamic debt repayment solutions tailored to borrowers’ financial situations, a crucial innovation in a low-rate environment where effective debt management is paramount.

The Role of Innovation in a Low-Rate Environment

The fintech industry is witnessing a surge in innovative launches, reflecting the evolving needs of borrowers and the broader market. Fortuna Bank in Ohio, set to open as the state’s first female-led bank, is a prime example. The bank promises tailored services for small businesses, which are likely to benefit from lower interest rates and increased access to capital. This focus on specialized services underlines the importance of innovation in a competitive fintech landscape.

Another example is Sync Savings, a start-up that provides embedded savings solutions for financial institutions. This diversification of fintech offerings illustrates how companies are adapting to the new interest rate environment by developing products that cater to the changing needs of their clients.

Opportunities for Fintech Recruitment

As the fintech industry grows in response to lower interest rates, so too does the demand for talent, particularly sales talent. Companies will need to expand their teams to keep pace with the increased demand for their products and services. This presents an opportunity for fintech recruitment, as firms will be looking to hire individuals with the skills and expertise necessary to drive innovation with a good track record and experience.

The easing of interest rates is set to have a profound impact on the fintech industry, driving growth and innovation across the sector. By embracing innovation and expanding their teams, these firms can not only navigate the changing landscape but also lead the way in shaping the future of lending in the fintech industry.

Whether you’re looking to find your next role in fintech or need to source top talent for your sales team, Finiti is here to help. Reach out to us today to discuss how we can support your needs and drive your success in this dynamic industry.

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Blockchain’s Financial Revolution: New Frontiers in Fintech and Recruitment

| 4 minutes

Blockchain technology is revolutionizing industries, with fintech leading as one of the most impacted sectors. As the 5th most influential technology globally, blockchain is disrupting financial services in powerful ways. It promises enhanced transparency, privacy, and security while streamlining business processes. Far from a fleeting trend, blockchain is evolving rapidly and becoming a cornerstone of the financial future.

Shaping Recruitment in Fintech

The rise of blockchain has introduced a shift in fintech recruitment. The demand for blockchain expertise is higher than ever, but the talent pool is relatively small. Few high-level candidates possess deep blockchain experience, which has slowed the industry’s growth to some extent. However, this gap presents an exciting opportunity for professionals looking to advance within their fintech careers. With blockchain evolving constantly, even those with limited experience can become leaders in the space as they develop their skills and knowledge around the technology.

Whilst there aren’t 20 years of experience to draw upon, the industry’s fast pace and emerging nature make it fertile ground for dynamic talent to step in and shape its future.  

Blockchain’s Impact on the Financial Sector

Blockchain is reshaping financial institutions in unprecedented ways, creating an entirely new market rather than replacing existing systems. It has removed traditional barriers, offering enhanced security, eliminating middlemen, and boosting transparency. Fintech companies are in a race to develop blockchain platforms that cater to unique transaction types across various contexts. For example, Visa and MasterCard, where transaction speed and cost are critical, are both investing heavily in blockchain to improve the efficiency of cross-border payments. Blockchain reduces settlement times from days to minutes, enabling these companies to offer faster, more cost-effective services, especially in areas where traditional banking infrastructure is lacking.

For consumers, blockchain offers faster transactions, lower costs, and improved transparency. While traditional financial institutions are unlikely to disappear completely, blockchain allows them to reduce significant portions of their operating costs, resulting in more affordable and accessible services.

Blockchain in Action

In management and operations, blockchain streamlines internal processes and information sharing by creating secure, shared ledgers for business-critical information. This reduces administrative overhead and enhances the accuracy and reliability of data.

In digital contracting, blockchain is revolutionizing how agreements are executed. Companies like Accenture are implementing blockchain-enabled smart contracts, which automatically execute contract terms when conditions are met. These smart contracts ensure transparency and security in contract revisions and activities, reducing the potential for disputes and errors.

Blockchain’s impact extends to the realm of cryptocurrencies like Bitcoin and Ethereum, which rely on blockchain to process and record transactions securely. The transparency and security of these blockchain networks ensure that each transaction is irreversible and viewable by anyone, providing a robust and trustworthy platform for digital currencies.

The Potential of Blockchain Technology

The potential of blockchain extends far beyond fintech. It can transform global industries by improving data handling, security, and efficiency in business processes, making it an ideal solution for industries ranging from supply chain management to healthcare. While some may feel uncertainty around the long-term sustainability of cryptocurrencies and the complexity of blockchain, these hurdles are part of an evolving landscape. Blockchain is constantly being refined, and many believe it will ultimately change for the better, becoming even more reliable, accessible, and secure. 

For fintech professionals, staying ahead of blockchain developments is essential. The technology will continue to shape itself in the coming years, opening new avenues for growth and innovation. As blockchain grows and adapts, the professionals working within the space need to as well.

Finiti has extensive experience hiring sales leaders and their teams in blockchain-related tech firms. Finiti was responsible for hiring the UK, Europe, and US sales teams for Earthport, the cross-border payment solutions company acquired by Visa. Right now, we are working on a number of relevant roles in the space, including in the crypto and digital assets market, where we are hiring salespeople in Europe.

Are you looking to expand your fintech sales team? Let us help you grow and thrive. Get in touch with us today to explore how Finiti Search can help empower your team.

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The Role of ESG Integration in Fintech’s Evolution: Navigating Opportunities

| 4 minutes

In recent years, Environmental, Social, and Governance (ESG) principles have emerged as key pillars guiding decision-making processes, reshaping investment strategies, product development, and risk management practices. This shift not only reflects a growing societal consciousness but also presents fintech firms with an array of opportunities and risks as they navigate the integration of ESG criteria into their operations.

ESG in Fintech:

The rise of ESG principles within fintech is not merely a trend but a fundamental reevaluation of values and priorities. According to recent studies, 54% of corporate directors acknowledge the direct link between ESG issues and their company’s strategy. This indicates a gradual recognition of the importance of strategic ESG considerations with room for further adoption and implementation.

Opportunities (and Risks) for Fintech Companies:

Integrating ESG factors into fintech operations presents numerous opportunities. By aligning with ESG initiatives, companies can foster innovation, attract socially responsible investors, and enhance brand reputation. Also, leveraging this criteria enables fintech firms to address societal and environmental challenges while generating sustainable long-term value.

Ignoring ESG considerations poses risks including administrative scrutiny, reputational damage, and loss of competitive advantage. 49% of investors share that they would no longer invest in companies that aren’t taking action on ESG issues. In an era where consumers and investors increasingly demand transparency and accountability, overlooking ESG factors, prioritization of sustainability and social impact can lead to detrimental consequences like legal repercussions and fines.

Technological Solutions for ESG Integration:

From ESG data analytics to impact investing platforms, sustainable finance products, and ESG risk assessment tools, technology is empowering financial institutions to make informed decisions and drive positive impact. These technological solutions not only facilitate ESG integration but also enable companies to measure and track their sustainability performance effectively.

A great example of this is Clarity AI, a dynamic fintech startup in the ESG sector. Strongly values-driven, Clarity AI sought diverse candidates who shared their vision of having a positive impact on the world through a focus on sustainability. 

Machine learning is at the heart of Clarity AI’s market-leading sustainability tech, allowing it to regularly analyze more than 2 million data points. The platform’s customizability, enabling users to report on as much or as little as needed and break down performance against SDGs at a product or service level, has been instrumental in the firm raising $80 million since 2017.

Best Practices for ESG Integration in Fintech:

Within the fintech industry, the market for ESG has a projected growth rate of around 20% compound annual growth rate (CAGR) in 2024. For fintech companies seeking to embed ESG considerations into their business strategies, adopting best practices is essential. Establishing clear ESG policies, conducting materiality assessments, setting sustainability goals, and engaging stakeholders are paramount. Case studies of fintech firms that have successfully implemented ESG initiatives can provide valuable insights and serve as guiding examples for others in the industry.

The integration of ESG principles represents a pivotal moment in the evolution of fintech. By embracing ESG criteria, companies can not only drive innovation and attract investors but also contribute to a more sustainable and equitable future. As the market for ESG fintech continues to grow, fintech firms must seize the opportunity to lead by example, recognizing that long-term success lies in the alignment of financial performance with environmental and social impact.

As fintech companies navigate this evolving landscape, embracing ESG principles is not only a strategic imperative but also a moral obligation, ensuring that financial innovation is synonymous with sustainability and societal impact.

Is your fintech sales team eager to expand and navigate the evolving landscape of ESG integration? Let us help you grow and thrive. Get in touch with us today to explore how Finiti can help empower your team to seize new opportunities.

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Breaking Barriers – The Rise of Women In Fintech

| 3 minutes

In the ever-evolving landscape of finance and technology, one undeniable truth emerges: diversity drives innovation. As the Fintech industry continues its upward trajectory, addressing and bridging the gender gap grows more urgent. Fortunately, strides are being made to shatter stereotypes and pave the way for a more inclusive future.

Despite its booming success, Fintech has combated a glaring gender disparity. Women comprise only 4% of CEOs, 18% of executive committee members, and 7.7% of entrepreneurs. However, within these figures lies a potential for positive change — a collective commitment to improvement.

Historically entrenched biases and stereotypes have hindered women’s progress, creating barriers to entry and advancement. However, the tide is turning as companies increasingly recognize the value of diverse perspectives. Companies are starting to see the benefits of workplace diversity when evaluating profitability, productivity, employee recruitment and retention, job satisfaction and performance, and innovation and creativity.

“10% of salespeople are women and more than 75%  of our clients request to see a diverse range of candidates as a key part of working together,” says Kate Sharland, Co-Founder and Client Director at Finiti. 

“We continue to see a gap in industry experience at leadership level between male and female candidates, which we are continually trying to address and change for the future,” explains Sharland.  

Finiti’s clients, in particular, are driving this change. With a heightened emphasis on diversity and inclusion, they are insistent on interviewing and inclined to hire female and diverse candidates. This shift in client preferences not only reflects a moral imperative but also a recognition of the benefits that diverse teams bring to the table. 

Another contributing factor to the gender gap in Fintech is the disproportionate representation of women in STEM subjects. While strides have been made to encourage more women to pursue careers in technology, there is still much work to be done. Initiatives aimed at fostering interest in STEM among young girls and providing support and mentorship to women in tech are crucial steps in addressing this imbalance.

Additionally, the issue extends beyond recruitment to venture capital funding. Male-led startups often receive preferential treatment, perpetuating a cycle of male dominance in entrepreneurship. However, as awareness grows around the importance of diversity in driving innovation and profitability, investors are increasingly recognizing the value of female-led ventures.

The path to gender parity in Fintech may be paved with challenges, but the momentum is undeniably building. By dismantling systemic barriers, championing diversity, and fostering an inclusive culture, we can unlock the full potential of the industry. As we look at successful women like Cristina Junqueira, Co-Founder of Nubank, and Emilie Choi, President and COO of Coinbase, let us find motivation in our futures and remain committed to creating a more equitable and vibrant fintech ecosystem for all. Together, we can transform barriers into bridges and pave the way for a brighter, more inclusive tomorrow.

 If you are interested in supporting female talent in the fintech industry, some organizations advocate for policies to translate awareness into tangible change. Female Innovators Lab and 100 Women in Finance are great resources.

At Finiti, we are proud to be a women-owned and led business. Diversity and inclusion are not just buzzwords; they are fundamental principles that guide us and shape us into who we are. Our commitment to championing female talent and empowering women in Fintech is unwavering.

If you are looking to grow your Fintech sales team, get in touch with us.

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Nurturing Talent Even in Goodbyes: Finiti’s Guide to Positive Candidate Exits

| 5 minutes

In the rush of finding that perfect candidate and the busy back-and-forth about contracts and start dates, it can be easy to overlook a really important part of the recruitment process: unsuccessful candidates. 

Every aspect of the recruitment process is a reflection of your brand – both as a business and as an employer. 

Though someone may not have been the perfect fit this time, a positive exit makes sure candidates only have good things to say to other job hunters and peers, leaving the door open for a positive return tomorrow. 

Here’s how to build your talent pipeline by handling goodbyes with grace and empathy. 

Insightful Constructive Feedback 

One of the biggest questions a candidate is left with after a rejection is “why?”. But few businesses provide an answer: 94% of candidates say they’d like interview feedback, but only 41% have actually received it. 

Mitigate potential concerns from the legal team by keeping feedback factual, constructive, and forward looking. Communicating any feedback in writing can also help avoid miscommunication and give candidates time to reflect before responding. 

Timely and Transparent Communication

Hiring is a time-consuming process, particularly when you’re inundated with applications. 

Increasingly, that means communication slips. The latest Talent Board report found that over a third of candidates were waiting several months or more to hear about next steps, a 48% rise from 2021. 

Whether it’s good news or bad news, responding to candidates quickly goes a long way towards building a positive employer brand. 

Personable Rejection Messages

Words matter, especially when you’re communicating something you know will be disappointing. 

This isn’t a job for ChatGPT. Make sure the messages you send are warm and personable. Although it might just be one of hundreds of template-based rejection emails for you, it’s a big deal to hopeful candidates. 

If you’re using templates, work with your brand or marketing team to spend time crafting ones that convey the key information and fit with your employer brand. 

It’s their last point of contact with you, so make sure they leave the process with a positive impression. 

Encouraging Future Applications

Be clear that just because someone wasn’t right for this particular role, you’d still consider them for future opportunities. 

Show you really mean it by including a link to your current vacancies page; you could even consider starting an email list to alert them to new opportunities with your organisation. 

Not only are you leaving that candidate with a positive impression, you’re building a talent pipeline of candidates you know are interested in working for you. 

Networking Opportunities and Resources

Whether it’s an online event that you’re hosting or a course you know is particularly useful for your team, consider sharing ways a candidate could usefully progress their industry knowledge to make them an even stronger candidate next time. 

Not only will this attention to detail set you apart from other potential employers, it also shows that you’re invested in your team’s learning and development – even before they’ve started. 

Rejection in Context

Rather than thinking about an unsuccessful candidate in isolation, put it in the wider context of the value of building and maintaining your employer brand. 

A positive employer brand can speed up the hiring process, decrease your average cost per hire by 50%, and significantly boost the number of strong candidates applying for your roles. 

If your team is short on time, find a recruitment partner that’s able to ensure candidates have a positive experience. 

Remember, candidates often won’t differentiate between internal recruitment managers and external recruiters, so make sure you work with someone that knows your industry and business to leave a positive last impression. 

From curating a short list to handling goodbyes, Finiti Search is the only recruitment company specialising in Fintech sales roles. 

We get to know candidates and companies inside out in order to find the perfect match. Learn more about our talent network or get in touch with the team today about your vacancy. 

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Strategies for Maximising Job Packages: Navigating Salary Constraints

| 5 minutes

You’ve done it. You’ve found that next big hire for your Sales Team. They’re perfect for the role. Job done, right? 

Finding the right person isn’t the end of the recruitment process. Before you start planning their induction and forwarding meeting invites, there’s still the delicate process of finalising the job package. 

But what happens when you don’t have any wiggle room on salary? 

Here’s our five top tips for taking a more holistic approach to job packages that can make all the difference between losing top talent and making sure they sign on the dotted line. 

  1. Unlocking hidden benefits 

When there’s a lot to communicate in a job spec, benefits are often the first thing to get condensed or cut. 

Two-thirds say benefits are as important if not more important than salary, with a similar percentage saying benefits will be a key priority when applying for their next role.  

Whether it’s tangible benefits, like healthcare or an on-site gym, or culture-based benefits, like team events and remote working, make sure you communicate the full breadth of benefits the job package includes. 

  1. Tailoring bonus structures

There might not be any stretch when it comes to base salary, but there are many different bonus structures out there that can help attract and retain top sales talent. 

Think about which activities drive sales for your business and get creative with a tiered bonus structure. You could also add in activity-based bonuses for the initial few months to make sure the candidate’s take-home gets a boost right from the start. 

What’s great about generous bonus structures is that when they win, so do you. 

  1. Negotiating equity and stock options 

An alternative to a bigger salary in the short term is to offer new starters a stake in the company. 

The exact amount you’re able to offer depends on a number of factors, with the average equity share in startups hovering around 1%. 

Offering equity or stocks shows that you’re committed to both them as a team member and to the company’s growth in the long-term, even if the short term salary might not be what they had in mind. 

  1. Customising benefit packages

There’s much more to a job package than just the salary; the right benefits can be the deciding factor between two similar offers, even when the other salary is higher. 

Over four in ten employees don’t think their current company’s benefit package meets their needs, and half even say they’d accept a pay reduction for a more tailored benefits package. 

To use this strategy effectively, talk to the candidate to find out what they really value. If they have young kids at home, flexible working might be the benefit that wins them over, or if their family is overseas the ability to work from a different timezone for a month a year might suit them best. 

Take the time to understand the things beyond salary that matter to a candidate and create a benefits package that’s perfectly tailored to what works for them. This shows that you’re being as flexible as possible in the areas where you do have stretch. 

  1. Emphasising career growth opportunities

If you’re talking salaries with a candidate, chances are they like you as much as you like them. They’re picturing themselves as part of the team – they’re invested. 

Capitalise on that interest and a great mutual fit by painting a picture of what their long-term career with you could look like. 

Progression could mean a promotion, but it can include other learning perks too. A huge 86% say that they’d change jobs if another company offered more opportunities for development. 

Where possible, share examples of others who’ve joined your business at the same level and have progressed, as well as how you support learning and development throughout your business.  

Communicating your offer

Articulating the full range of what you offer as an employer is crucial to navigating that tricky final stage of the recruitment process. 

Taking a clear, proactive approach to understanding a candidate’s expectations at the start of a process can also avoid losing time or, even worse, a successful candidate at the final hurdle. 

We’ve been curating our network of top Fintech sales talent for twenty years, often placing top talent multiple times throughout their career. 

To learn more about how we ensure a smooth, successful recruitment process by getting to know candidates and their expectations, get in touch with the team at Finiti for a friendly chat.  

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Candidates vs. Companies: Navigating a cautious market

| 5 minutes

The current economic climate is influencing people and businesses the world over, and Fintech is no exception. 

It isn’t just the financial pressures that shape the market, it’s a feeling of uncertainty. Workers are questioning their job security; companies are questioning whether it really is the right time to hire and which roles will add value.

With a decrease in funding and a flurry of high-profile redundancies, on the surface it looks like more candidates competing for a smaller pool of jobs. 

But there’s more to it. Here’s what candidates and hiring companies need to keep in mind in today’s market. 

For Candidates: 

  • Nurture your network

Even if you’re not currently job hunting, think long term and proactively build your network. 

Reach out and connect with peers, leaders, and recruiters. According to LinkedIn, 70% of jobs are never published publicly; new roles are often filled via someone’s network. 

Building those relationships when there’s no “ask” will mean you have a ready-to-go network of people you can turn to and who know you when you are looking for something new. 

  • Explore the level of risk

Everyone has a different risk appetite, particularly when it comes to their job. 

For those who are more cautious, mitigate the risk by focusing your search on the most in-demand areas of Fintech, such as anti-fraud, AI, and ESG. 

It can also pay to look more closely at companies that seem like a “risk”. In Fintech, today’s startup, perhaps offering a smaller package, can be tomorrow’s household name. 

  • Avoid knee-jerk applications 

Avoid playing the numbers game when it comes to applications.

Take the time to reflect on your skills, expertise, and interests. Share those preferences with industry recruiters and tailor your applications to the opportunities you’re most passionate about. 

As the only Fintech sales recruitment specialists, we have the largest network of Fintech talent. We get to know candidates, often placing people multiple times throughout their career. Find out more about joining our talent network. 

For Companies:

  • Communicate the long-term vision 

Uncertainty often stems from a lack of clarity or understanding. Proactively communicate your long-term strategy, including funding, internally and externally; this will help reassure and retain existing sales talent as well as attracting new talent. 

This is especially important if you’ve recently made redundancies; sales leaders and their teams will be looking for reassurance, and staying quiet might encourage otherwise happy employees to look elsewhere. 

  • Dig into motivation 

Though it may seem like there are a lot of candidates around, we’re seeing a rise in the “just-in-case” job hunters who dip their toe in the interview process as a safety net just in case they’re made redundant. 

Many candidates are weighing up a whole range of options, including staying with their current company. 

If a candidate’s main or only reason for leaving their current role is money, they’re unlikely to make the jump and take on the upheaval and risk of a new role. 

Partner with a recruitment firm you trust to make sure candidate motivations are properly explored prior to shortlisting and that you’re only spending time talking to people who are really invested in your business and the role.  

  • Act quickly 

With fewer opportunities around, candidates are often involved in many application processes, and top talent can end up getting snapped up by the competition if you move too slowly. 

According to the Jobvite Employ Quarterly Insights Report, the average time-to-hire is four weeks or less. Be flexible and be prepared to respond quickly when you talk to someone that’s perfect for your firm. 

Finding the right person is hard. Finding the right person at the right time is even harder. It’s why we maintain and nurture a network of top Fintech talent, often drawing passive candidates into the process when we see it’s a great match. 

If you’re getting more quantity than quality applications and want to make sure you’re spending your time on the most promising candidates, get in touch with our team today to tell us about your brief and to start the process of finding your dream candidate. 

 

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