Recruit Year’s Post

Transforming Employment and Recruiting in the Financial Industry Through Fintech Fintech is revolutionizing the financial industry, creating new opportunities and challenges in employment and recruiting. Here are the top points: Increased Demand for Tech-Savvy Talent: Fintech has created a surge in demand for professionals with skills in AI, blockchain, cybersecurity, and data analytics. Job Displacement and Skills Gap: While new jobs are being created, there’s also a risk of job displacement and a growing skills gap that needs to be addressed. Diversity and Inclusion: There’s a critical need for increased diversity and inclusion in the fintech sector to avoid perpetuating biases and discrimination. Remote Work and Global Recruitment: The rise of remote work has expanded the talent pool globally, allowing companies to recruit from anywhere. Continuous Learning and Adaptation: Professionals must continuously update their skills to keep pace with technological advancements. Fintech is not just changing how we handle money; it’s reshaping the workforce. Let’s embrace these changes and prepare for a dynamic future in the financial industry! #Fintech #Recruiting #Employment #TechTrends #FutureOfWork Looking for top talent in the fintech and banking sectors? At Hëda, we specialize in connecting banks and fintech companies with the right professionals to drive their success. Reach out to us today to find your next great hire! #hedaglobal

# 3 - Shifting Trends in Hiring for Junior Talent: The tech hiring landscape is shifting. More companies are moving away from focusing solely on experience and instead are prioritising potential and aptitude. This means there’s a growing emphasis on hiring candidates with the right mindset and willingness to learn, rather than those with traditional backgrounds. This shift provides new opportunities for both businesses and aspiring tech professionals. If you're looking to hire adaptable, high-potential talent, Xander Talent can deliver. Visit www.xandertalent.com or message me directly. #DataAnalytics #DataEngineering #DataScience #DataTalent #JuniorRoles #Diversity #Recruitment

Did you know over $5 MILLION businesses were formed in the US in 2023?????? That's huge! And what does this mean for job seekers? More jobs are going to be created based on the success of these businesses. Jobs that we see on the scene now: #Sales #BusinessDevelopment #DataAnalysts #ProductManagers What will come next: #SoftwareDevelopers #CustomerService #Administrativejobs and more If you are a #jobseeker in one of these categories check out Otta.com or Wellfound for startups that are looking to hire. You can also set up alerts here on LinkedIn with specifications of company size and location. ********************************************************************************* Here's where we come in...we (Your Network Now) evolved our company to assist those business owners staff their companies. Welcome to Your Talent Now, Staffing for Startups. If you are looking to outsource your #recruiting or #hr a company that has been exactly where you are now, built up teams yielding over $2B in revenue within 24 months, and are seeking a true partner to help you navigate the hiring process, we'd love to talk to you.

The Myth of the “Perfect Candidate” 🕵️♂️ Ever held out for that perfect candidate who checks every single box? In fast-evolving fields like AI and Fintech, adaptability and a learning mindset often outweigh a flawless CV. The best talent might lack one skill, but if they’re hungry to grow, they’ll close that gap fast. 🚀 Looking for talent ready to evolve with you? Let’s talk about finding team players, not just box-checkers. #recruiter #toprecruiter #techrecruiter #airecruiter #fintech

Inflation rates dropping means market confidence is rising! I’ve seen a considerable amount of PE investment across AI/Tech, Infrastructure, and Consumer sectors over the last few months. The demand for top talent is back, and companies are quickly trying to catch up. H2 is going to be busy. Our Q1 report showed consolidation. Our Q2 report will show growth.   📈 Hiring for your team and seeking market advice? e: [email protected] 🌱 Looking for your next opportunity? e: [email protected] #executivesearch #PE #growth #timberseed

It's such a waste to start hacking away at your internal TA team when a company goes through a phase of non-hiring. It's been said before, but redeploy them in the business! Here are a few ideas off the top of my head ⤵ - Map out key hires that you'll need in the future and have those TAs start building a pool of talent in those areas. For example, think you'll need a Director of Data Science in the future as your data maturity grows? Then be building that network now and it will be easier when you want to hire and build teams underneath them. Your TAs will also be able to take the time to learn about Data science, so the % of them getting the right hires the first time will increase (as they'll know what to look for and screen for). - Re-deploy them in HR. Lots of transferable skills and they will have place probably quite a few of the people they'll now be interacting with. If/when they go back to recruiting then they'll have an even better idea of culture and personality fit etc. - Put them in sales. Targets and KPIs are second nature to recruiters and the ability to make commission isn't going to scare them. They already know the business and how to sell it to people. - Plenty of transferable skills for marketing and basically any people-focused role in the business! It just seems an absolute shame that there are still loads of great TAs with useful skills, but the mindset always seems to be that if we aren't hiring, then they are a cost.

🚀 Exciting News! Discover how our AI is revolutionizing recruitment, conquering challenges to find the perfect fit for your team. 🎯 Let us streamline your hiring process and keep you ahead of industry trends. 📈 Need recruiting assistance? Contact our #sales team or email us at [email protected] We're here to help! 💼 #Recruitment #SmallBusiness #ASAPServices #staffing #AI #recruiting #HR #StaffingServices #smbs #startups #technology #headhunting #ASAP

Another attempt to get rid of recruiters is here and I think Tezi AI can do it. They can do it for high volume roles in areas such as logistics, retail, hospitality etc. Focus being on hiring hands and checking credentials. Will they be successful in securing a VP finance like I know Roos Bakker can do? I doubt it… I believe in the power of AI, it will make everyone’s lives easier and change the daily tasks of recruiters. But it won’t replace the ones that decided they want to be the human in the Loop. And yes we are hiring ;).

You can’t overlook strategic hiring in the FinTech industry. Finding the right talent would mean enabling innovation, unlocking efficiency, and ensuring growth. Here’s how I approach identifying and nurturing top talent in this sector: 1. Understanding Industry Needs FinTech requires unique skills. I look for individuals with expertise in blockchain, financial markets, AI, cybersecurity, and financial regulations. These skills are essential for staying ahead in a competitive market. 2. Innovative Recruitment Strategies Traditional hiring methods often fall short. I leverage industry-specific job platforms, attend FinTech conferences, and network within investment circles to find the best candidates. 3. Continuous Learning The FinTech landscape is ever-evolving. I encourage ongoing education and certifications. This not only enhances individual capabilities but also keeps our team updated with the latest industry trends. 4. A Collaborative Culture Collaboration is key in FinTech. I pursue an environment where team members can share ideas, work on cross-functional projects, and learn from each other. This synergy drives innovation and growth. 5. Adaptability The ability to adapt is crucial. I prioritize candidates who are not only skilled but also adaptable and eager to embrace new technologies and methodologies. These strategies have helped me build a team capable of overcoming the complexities of the FinTech industry. The right talent doesn’t equate to filling roles but performing them in a way that the company tackles short-term hiccups to gulp down long-term success. A little wordy — but worth every word, right?

FinTech Futures Jobs: 80% of AI-generated applications fail with hiring managers: When it comes to crafting a perfectly bespoke CV, it has never been easier. Jobs - fintech news. Click on the image to see all the vacancies on the ... #finpeform #fintech