Fintech is a fast-paced, innovative industry where the success of your product depends completely on the people who develop it. This is why you should partner with a Fintech recruitment Agency that is agile and creative enough to meet your company’s needs.


When it comes to recruitment, the Fintech industry faces many challenges. There is not only a shortage of experienced talent but also a lack of future talent. The skills shortage in the Fintech industry combined with the entry of traditional financial institutions will make recruitment a challenge for a while to come. Is there anything we can do to help you attract and retain top Fintech talent?

Employee Retention

Retaining employees is the easiest way to reduce recruitment stress for your business. By retaining more staff, you will need to hire fewer new workers. There will always be a natural attrition rate as people’s circumstances and goals change, but you can prevent losing staff due to feelings of dissatisfaction. The lifeblood of your business is your employees, so they should be nurtured and valued, not ignored.


  • The option to work flexible hours is important – not everyone can work a traditional 9-5, and why should they? The 9-5 schedule is not supported by scientific evidence. Employee retention can be increased by offering flexible hours and remote working.
  • The work culture has changed – workers realize money isn’t everything. There is no doubt that people want to earn a good wage, but they don’t want to sacrifice their quality of life for it. Strive to create a unique work culture that allows for flexibility while encouraging productivity. A happy workforce doesn’t look for other opportunities!
  • UpSkill – rather than hiring new staff for senior roles, identify and promote existing talent within your company. Staff loyalty will increase, not to mention that recruiting for junior positions will be cheaper and easier.

Employee Attraction

Recruiting shouldn’t be a race against the clock. It leads to bad decisions and poor outcomes. Fintech is highly competitive, and the number of quality job seekers is even lower. In response, when good candidates do become available, they are quickly snapped up. We believe it would be more sensible to reach out to the much larger pool of passive candidates, and this is where Fintech recruiters can help.


Maintaining an extensive talent database of past and present candidates ensures they know who is available, who may consider a move, and what it would take to entice them to move.


Industry networking is a key component of recruiting. When looking for rare skills, they will use professional and personal networks, industry trade shows, job boards, industry forums and social media. It makes sense to work with a specialist in your field who already have a network that is active and ready for use.