As IT continues to play a critical role in the fintech industry and the demand for skilled and experienced human resources grows, Alabama Solutions provides a fresh approach to IT recruitment through its staff augmentation service. Our strength lies in our ability to deliver A+ rated IT talents and rockstars to our clients, serving as an extended arm to their engineering teams and providing the expertise crucial to their businesses.
We offer a powerful, nimble, flexible, cost-effective, and transient team that can help fintech companies address the core cardinal problems of IT capacity fulfillment.
As fintech companies face an increasingly competitive market, finding qualified candidates to fill IT positions becomes even more crucial. According to industry reports, less than half of the total number of tech positions available in the fintech industry are being filled. To address this challenge, fintech employers need to refresh and re-evaluate their recruitment process and consider convenient alternatives to traditional approaches.
One of our current clients, a large fintech company that provides digital banking services in LATAM, faced the challenge of finding qualified candidates across their tech stack to fulfill their need for additional expertise. They also had to engage these professionals within a short time frame.
To address our client’s needs, we audited their requirements against our pool of in-house talents. In cases where our internal resource was not sufficient and more resources needed to be recruited, we attracted top talent for them by highlighting their brand image to applicants.
Ultimately our in-house resource could only satisfy some of the volume of expertise needed by our client, so we had to devise strategic approaches to recruit more human resources. Here are the solutions we came up with:
Removing Degree Requirements from Position Description
To encourage as many qualified candidates as possible to apply for the positions we were filling for our fintech client, we removed the typical degree and certification requirement from the job descriptions. This attempt to consider non-traditionally educated but experienced applicants opened the field to a huge number of applicants, many of whom were qualified for our needs.
Using Multi-Platform Search for Candidates
To enhance our search and improve the chances of landing quality candidates, we used several different recruitment platforms and methods. These days, it’s not enough to post IT job descriptions on a single platform. Our multi-channel recruitment of qualified candidates took place over LinkedIn, Indeed, several other IT employment marketplaces, and from seeking referrals from our current pool of IT professionals.
Pursuing Passive Candidates
To find quality candidates, we also considered people who were not actively seeking a job but would be willing to consider one if the terms and project that greatly interested them were offered. We scored a number of experienced candidates who were not necessarily looking for jobs but were ready to share their experience and insight.
By outsourcing their IT capacity requirement to Alabama Solutions, our fintech client fulfilled their need for human capital with adequate professional expertise. As a result, they are seeing the following benefits:
Through our ongoing collaboration, our fintech client quickly implemented and tested new business ideas, thanks to the additional capacity pool of industry-experienced professionals we provided.
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