Tag: recruiting

Debunking AI Myths in Fintech: How Machine Learning Predicts Market Movements

| 4 minutes

Artificial intelligence (AI) is reshaping industries, and fintech is no exception. With the AI market in fintech surpassing $44 billion in 2024 and expected to exceed $50 billion by 2029, the sector is witnessing steady growth driven by innovation and adoption. From predicting stock prices to transforming customer engagement, the role of machine learning (ML) in finance is growing at an unprecedented pace. From forecasting market trends to enhancing customer experiences, machine learning (ML) is becoming a cornerstone of modern financial operations.

Let’s break down the myths and misconceptions about AI and uncover why it’s not just the future of fintech—but the present.

Machine Learning: The Superpower Behind Fintech

Machine learning is redefining how financial professionals understand markets, analyze data, and make decisions. ML systems can process vast amounts of information, uncovering patterns and trends that would take humans years to identify. They are transforming everything from stock price prediction and portfolio optimization to sentiment analysis and fraud detection.

While ML isn’t a crystal ball, it’s an unparalleled tool for predicting probabilities and driving smarter decisions. Human expertise remains vital, not as a limitation of AI but as its ultimate complement—creating a partnership where technology and people excel together.

Moving Beyond Myths: AI in Action

AI is already delivering transformative results in fintech, but lingering myths can prevent organizations from fully embracing its potential. Here’s the truth behind some common misconceptions:

  1. Myth: AI functions entirely on its own.
    Reality: AI thrives on collaboration. Advanced AI systems rely on human oversight to interpret results, fine-tune algorithms, and adapt to changing environments. For instance, Mastercard’s onboarding AI assistant uses human feedback to evolve continuously, demonstrating how AI and people work better together.
  2. Myth: AI needs perfect data to work.
    Reality: AI systems are built to adapt. Even when data is incomplete or noisy, machine learning models dynamically adjust, refining predictions over time. Imperfect data is not a barrier; it’s an opportunity for AI to prove its robustness.
  3. Myth: AI guarantees perfect stock market predictions.
    Reality: AI is about probabilities, not certainties. While it can highlight trends and patterns, factors like geopolitical events or market sentiment add unpredictability. This is where human intuition plays a crucial role in interpreting AI-driven insights.
  4. Myth: AI will replace human investment managers.
    Reality: Far from replacing humans, AI empowers them. Tools like Explainable AI (XAI) provide managers with deeper insights into complex datasets, enabling better, faster decisions while retaining the essential human touch.

The Future of AI in Market Prediction

Advancements in AI are opening new possibilities for financial institutions. Quantum computing, for example, promises to revolutionize data processing, enabling nanosegmentation for real-time global marketing strategies. Similarly, emotion AI and advanced customer analytics are enhancing client experiences, driving engagement, and fostering brand loyalty.

To fully harness these innovations, organizations must invest in talented professionals who understand both the technology and the intricacies of financial markets.

Why Finiti Search Is Your AI Recruitment Partner

As AI redefines fintech, the demand for talent who can navigate this evolving landscape is soaring. At Finiti Search, we specialize in connecting financial organizations with professionals at the cutting edge of AI and machine learning. Whether building AI-driven trading platforms or enhancing customer engagement with innovative analytics, we help you find the right talent to lead the charge.

For candidates, Finiti offers opportunities to work with companies that are pioneering advancements in fintech, ensuring your skills stay relevant in this dynamic industry.

By demystifying AI and highlighting its practical applications, we empower our clients and candidates to thrive in an era of rapid technological change. Contact us today to learn how we can help you navigate the future of fintech recruitment.

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RegTech Trends To Watch in 2025

| 6 minutes

As the financial sector faces ever-tightening regulations, the demand for Regulatory Technology (RegTech) solutions has skyrocketed. By 2025, RegTech will become indispensable for companies navigating complex compliance requirements. This shift presents significant opportunities for fintech firms, particularly in attracting top talent to stay competitive in a rapidly evolving landscape. With advancements in AI, machine learning, and blockchain reshaping how compliance is managed, organizations need skilled professionals to implement and maintain these cutting-edge solutions. Understanding the key RegTech trends for 2025 will be crucial for businesses aiming to remain agile.

Enhanced Transparency and Data Privacy

As transparency and data protection become regulatory focal points, businesses must adopt advanced data security measures to maintain trust and comply with regulations like GDPR. RegTech will play a key role in safeguarding data and ensuring compliance with evolving privacy standards.

The rise of data privacy regulations means that cybersecurity experts and data privacy officers will be critical hires. Fintech recruitment firms should focus on attracting professionals skilled in privacy laws, encryption, and secure data storage.

Real-Time Monitoring and Compliance Tracking

The future of compliance lies in real-time monitoring systems that can detect regulatory violations as they occur, rather than after the fact. Leveraging AI, machine learning, and blockchain, these solutions allow businesses to stay ahead of compliance breaches and avoid costly penalties.

Real-time monitoring requires a combination of software developers, cybersecurity professionals, and data analysts to build and maintain these cutting-edge systems. Recruitment firms should focus on finding professionals experienced in real-time analytics and compliance technology.

Focus on Sustainability and ESG Compliance

As Environmental, Social, and Governance (ESG) standards become more prominent, RegTech will play a vital role in helping companies meet sustainability goals. By 2025, more businesses will rely on RegTech to track ESG compliance, providing transparent and accurate reporting.

As ESG compliance becomes more integrated into financial operations, there will be an increased demand for professionals who understand regulatory requirements and sustainability standards. Recruitment firms will need to find talent with specialized knowledge in ESG reporting and compliance technologies.

The Rise of AI and Machine Learning in Compliance

AI and machine learning are revolutionizing the way compliance is managed. By 2025, these technologies will enable real-time analysis and proactive compliance, streamlining processes like transaction monitoring and fraud detection. For fintech recruiters, this trend highlights the growing need for candidates with expertise in AI, machine learning, and compliance software development.

As AI and machine learning transform compliance, companies will require more data scientists, compliance analysts, and AI specialists to manage and enhance these systems. Fintech recruitment teams will need to focus on sourcing candidates skilled in advanced analytics and machine learning applications in the regulatory space.

Blockchain Enhancements in KYC and AML

Blockchain is poised to drastically improve Know Your Customer (KYC) and Anti-Money Laundering (AML) processes by providing enhanced transparency and immutability. This technology can reduce inefficiencies and costs associated with manual data checks, creating secure, decentralized compliance systems.

Blockchain developers and specialists in decentralized technologies will be in high demand as companies implement blockchain-based solutions for KYC and AML. Fintech recruiters should be ready to attract talent skilled in blockchain, smart contracts, and distributed ledger technologies, as these competencies will become increasingly critical in compliance roles.

Surge in RegTech Spending

Global spending on RegTech solutions is projected to exceed $130 billion by 2025, driven by rising regulatory demands. This surge in investment will fuel innovation and create more job opportunities within the sector, particularly in areas such as software development, compliance, and risk management.

The influx of investment into RegTech solutions signals a growing demand for top talent to support innovation in this space. Fintech recruitment firms should be prepared to scale their efforts in sourcing candidates with RegTech expertise to meet this rising demand.

The Rise of Cloud-Based RegTech Solutions

Cloud-based RegTech solutions are becoming the norm, offering companies scalable, cost-effective ways to manage compliance. By 2025, cloud adoption in compliance will allow for more agile and secure operations, with real-time updates and easier integration across platforms.

Cloud computing professionals will be in high demand, as companies increasingly shift to cloud-based compliance solutions. Recruitment teams should focus on identifying talent with experience in cloud infrastructure, SaaS platforms, and cybersecurity.

Increasing Automation in Compliance Processes

Automation is transforming compliance by eliminating manual, error-prone tasks. Automated RegTech solutions will enable companies to reduce compliance costs and improve accuracy, making automation a core focus in the coming years.

This shift will increase the need for automation specialists, particularly in regulatory compliance and financial software. Fintech recruiters should prioritize candidates who can implement and manage automated systems, ensuring compliance teams can operate more efficiently.

Strategic Advantages for Early Adopters

Businesses that embrace RegTech innovations early will gain a significant strategic advantage by reducing compliance risks, improving operational efficiency, and aligning with future regulatory demands. Early adopters will also be well-positioned to attract top talent by offering cutting-edge technologies and forward-thinking work environments.

Companies that leverage RegTech solutions not only enhance their compliance strategies but also become more attractive to highly skilled professionals. Recruitment firms should promote these advantages to help clients attract the best candidates and build stronger, more innovative teams.

Talent Will Drive the Future of RegTech

As we look ahead to 2025, RegTech will continue to shape the future of compliance in financial services. From AI-driven compliance monitoring to blockchain-enhanced KYC processes, the next few years will see significant advances in the field. For fintech recruitment firms like Finiti, these trends represent an enormous opportunity to connect companies with the talent they need to thrive in an increasingly regulated world.

By understanding the evolving landscape of RegTech and staying ahead of industry trends, fintech recruiters can help their clients build teams that are not only compliant but also positioned for long-term success. As RegTech becomes integral to business strategy, the demand for skilled professionals will only grow—making it essential to stay proactive in sourcing top talent.

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.

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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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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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Smart Job Hunting: How to Recognise Red Flags in the Hiring Process

| 5 minutes

When you’re looking for a new job, it’s easy to put a lot of pressure on yourself to make a great impression with potential employers. 

But when it’s done well, the recruitment process can and should be a two-way street. 

Changing jobs is a big upheaval, and it’s important to make the right move. Almost a third of employees have quit a job within the first six months at some point in their career. 

But how can you tell whether you’re stepping up to your dream role or into a nightmare before you hand in your notice and sign on the dotted line?

Here are eight red flags to watch out for. 

  1. A Chaotic recruitment process 

Last-minute interview requests, rescheduling, or a hiring process that seems either rushed or very slow are all potential red flags. 

An interview process takes time and effort, and you want to see that reflected back in a structured, proportionate recruitment process.

Put this to the test by asking for details of the recruitment process and timings. Employers that are focused on finding great people will invest time in planning out the process upfront. 

  1. A lack of communication 

The way a company communicates before you’re part of the team gives a good idea what they’ll be like to work for. 

A shocking 75% of job hunters have been ghosted by a potential employer or their agency – even after an interview. 

Clear, friendly, and timely communication, as well as a dedicated point of contact throughout the process is a good sign. 

  1. A vague job description

Almost three-quarters of hiring managers say they provide clear job descriptions, but only 36% of candidates agree. Many employers don’t provide a job description at all. 

Hiring Managers or recruiters should be able to really clearly explain the role and its responsibilities, going beyond the published job description to paint a picture of what the role and company are like. 

In startups, a CEO or founder is often the one defining these roles and in many instances, there may be an element of the unknown for a new strategic hire or new team. As recruiters, our background can help to solidify what’s required and that finer detail. 

Delving into role nuances, immediate priorities, and cultural fit is essential for both hiring managers / recruiters and candidates. This clarity facilitates informed decisions, fosters trust, and aligns expectations for a successful partnership.

This allows both sides to figure out if you’re a good fit, avoiding wasting valuable time if not.

  1. No interest in your motivations 

The recruitment process is about much more than whether someone can do the job. It’s about finding a great fit, and 57% of candidates see a lack of shared values as a deal breaker. 

If a potential employer isn’t asking about why you want a new job and what you’re looking for from the move, that’s a red flag. 

Understanding a candidate’s motivations provides insight into their alignment with the company’s mission and culture. Ignoring this aspect can lead to mismatches down the line.

Effective recruitment involves mutual understanding and alignment of the opportunity to grow. Employers should demonstrate genuine interest in candidates’ career aspirations, ensuring a symbiotic relationship where both parties can thrive. 

  1. Reluctance to talk about pay and benefits

Only around 12% of job listings in the US include the salary, so it’s important that potential employers are happy to have an open, transparent conversation about remuneration once you’re in the recruitment process. 

This is especially true for sales roles, where different types of bonus structure can significantly impact the final take-home. 

  1. Not being open to questions 

Not making time for or half-hearted answers to candidate questions is a red flag. Getting different answers from different people can also be a warning sign. 

If a company makes time to listen to you and answer your questions as a candidate, it’s a good sign they’ll do the same with their employees. 

  1. An unprepared interviewer

Interviews are a time-consuming part of the recruitment process with candidates investing an average of 5-10 hours in prep time alone. 

There’s nothing worse than an interviewer that’s still reading your CV as you answer their first question or someone who doesn’t seem to know what questions they want to ask. 

If an interviewer hasn’t had time to read your CV and think about what they want to ask you specifically, it’s a sign that they might be interviewing too many candidates focusing on quantity rather than quality or simply not prioritising the recruitment process.

  1. Too many interviews

Whether it’s lots of people on the panel or just many, many rounds of interviews, an inflated recruitment process is a red flag. 

For senior roles, there’s typically three interview rounds, occasionally four if it’s a close call between two similar candidates. 

Wanting sign-off from lots of stakeholders could indicate a lack of autonomy within the company or indecision around the role and what they’re looking for. 

Look for an employer that’s respectful of your time with a clear idea of what makes a great candidate for their business. 

Red flags or not, sometimes it all comes down to something you can’t quite put your finger on. Are you excited by the role? Did you get that energy back from the employer? Is there chemistry?

At Finiti, we prioritise not just filling roles but ensuring the right fit for both candidates and clients. We take the time to advise clients on the recruitment process while deeply understanding a candidate’s real motivations and drivers for seeking a new role, ensuring these align with the opportunities presented.

As the only specialist Fintech sales recruiters, we often place candidates multiple times throughout their careers, and there’s a real sense of matchmaking behind successful recruitment. Our expertise lies not just in matching skills but in understanding the dynamics of the Fintech industry and the unique attributes that lead to long-term success.

Whether you’re on the hunt for your perfect match now or want to be part of our talent network for future opportunities, get in touch. 

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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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