The finleap recruitment team is tasked with the continuous challenge of hiring top engineering talent for an ecosystem of diverse fintech projects. A new approach to candidate assessments has helped them meet the challenge and exceed hiring manager expectations.
Most innovative companies in the financial services industry focus on disrupting one core function. But finleap has grander aspirations than that. By creating an ecosystem of innovation, finleap has founded 17 different fintech companies that are helping transform the banking, insurance, and asset management sectors.
Today, Recruiting Lead Tom Moore-Stanley and Recruitment Manager Nabeel face a unique challenge—scaling hiring processes to properly support the rapidly evolving ecosystem. And in just a few months, they put solutions and processes in place to hire for the company that doesn’t have one single engineering culture or tech infrastructure.
finleap’s ecosystem is filled with diverse engineering talent
One benefit that Tom and Nabeel see in their work is the opportunity to work on new challenges and projects every day. But the company has grown significantly since Tom joined in January 2017. Now, the ecosystem includes 1,100+ fin and tech enthusiasts across 15 European countries, creating a problem of scale for the recruitment team.
Because the ecosystem contains “many different offices and teams that all have their own unique ways of operating,” Tom, Nabeel, and the rest of the recruitment team were under pressure to streamline processes for screening and assessing candidates. And that pressure only increased as global circumstances forced the company to go fully remote in early 2020.
Transforming hiring processes for a remote fintech ecosystem
As far back as when Tom first started at finleap, the recruitment team always leaned on case studies to assess the technical skills of each candidate. As the demands to scale more efficiently and hire faster increased, the recruitment team saw that the case studies were causing delays. When there was a new open position to fill, “each hiring manager would create a case study from scratch. Then we’d review it, send it out to candidates, answer their questions if instructions weren’t clear, wait for completion, and come up with a grading system to communicate results. Sometimes it could add 2 to 4 weeks to our hiring processes.”
Using Codility to run technical assessments has helped finleap go from “an engineer taking 3 weeks to even start an assessment to candidates starting in just 2 or 3 minutes.” But it’s not just about speeding up the assessment process. Taking subjective opinions out of the skills assessment process has been critical. While having a diverse group of engineers is great for finleap’s performance, “it also means that there are many subjective opinions during the assessment process.” And because finleap’s “goal is to give every candidate the best chance to move forward,” the recruitment team needs Codility’s neutral perspective to create evidence-based hiring processes.
As companies are forced to quickly transition to remote operations, the inefficiencies of many hiring processes are being exposed. But having Codility in place has helped finleap sustain a high level of hiring quality despite newly remote processes. Some of finleap’s keys to remote hiring success include:
- Using a live coding environment to run remote interviews to assess both technical skills as well as culture fit
- Screening candidates with objective candidate assessments to avoid biases with CV reviews
- Maximizing the candidate experience by providing easy-to-use tools for completing technical assessments and making remote interviews as seamless as possible
The rise of remote hiring beyond 2020
Special circumstances have accelerated remote connectivity’s role in the future of work. While many companies see this as a temporary situation and are eagerly waiting for a return to business as usual, Tom and Nabeel know that remote hiring will increasingly become the norm in the tech industry.
The biggest challenge for companies trying to adapt to remote hiring is the inability to assess culture fit with an onsite interview. For most hiring managers, a video call just doesn’t provide the same value as an in-person interview. Even though “there are a lot of social profiles available to understand a candidate’s personality,” Tom says that “none of them quite capture culture fit, which is why remote interviews are so important to get right.”
Companies that can leverage technology to turn in-person white board sessions into collaborative interviews within live coding environments will be able to get a clearer picture of their candidates’ soft skills.
The flexibility that finleap needs to hire for its diverse ecosystem is something every tech hiring team can learn from. As tech trends continue to evolve faster and faster, companies need to be able to balance stability and innovation. With the right hiring processes, your recruitment team can play an important role in striking that balance, uncovering the right talent that can adapt and grow with your business.
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