Tag: companies

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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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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