πŸ’Ž Scaling fintech with the right talent: Lendo’s recruitment journey πŸš€

Lendo is a leading marketplace for loans and financial services operating across three European markets: Sweden, Norway, and Denmark. We’ve had the privilege of collaborating with Lendo on long-term projects within Schibsted, where Laura has been an essential part of their team for nearly two years. Throughout this time, she has contributed to a variety of assignments with evolving goals, consistently delivering value.

In her most recent six-month assignment (July 2024 to January 2025), Laura faced a particularly demanding challenge: working with a 60% contract, she was responsible for recruiting over 10 open roles. This required close collaboration with Lendo’s People Team, where Laura took the lead in managing the recruitment process for both tech and non-tech positions.

The Challenge:

Lendo has been facing significant organizational changes in recent years. In 2022, Laura was key in building teams from scratch, working on over 30 open roles at once alongside a dedicated Talent Acquisition (TA) team. This support allowed her to focus primarily on 6-7 tech roles at a time. However, by July 2024, the dynamic changed: the Schibsted TA team was no longer available, leaving Laura to manage the entire recruitment process independently.

Her main focus was on hiring for critical tech and product roles, including Frontend Engineers (React), Backend Engineers (Go), Backend Engineers with machine learning experience, Engineering Managers, and Product Managers. As the project progressed, more specialized roles emerged, particularly for an IT Security Engineer and a Head of IT Security. These roles became a top priority, especially the IT Security Engineer position, which had been open for nearly two months without attracting suitable candidates.

The Solution:

Given the urgency of these roles, Laura restructured the recruitment process, introducing new candidate assessment methods, such as Alvalabs tests and behavioral interviews. Her primary focus was on sourcing candidates for the IT Security team, ensuring that the candidates not only met technical requirements but also fit well within the company’s culture.

By implementing a more structured recruitment process, Laura worked closely with hiring managers and stakeholders to ensure a smooth experience for both the team and candidates. She took a proactive approach in building a strong candidate pipeline, managing the process end-to-endβ€”from crafting compelling job ads to negotiating contracts and securing work permits when necessary. Additionally, Laura supported the customer service team by providing training on Jobylon, Alvalabs, and the implementation of Refapp to enhance their recruitment processes.

The Result:

Despite the limited time (24 hours per week), Laura successfully filled 10 critical and hard to fill roles:

  • 2 Frontend Engineers
  • 3 Backend Engineers
  • 1 Engineering Manager
  • 1 Senior IT Security Engineer
  • 1 Head of IT Security
  • 1 TA & Operational People Specialist
  • 1 Product Manager (Norway)

Thanks to a more structured recruitment process and continuous collaboration with the hiring team and managers, the project became more efficient and effective, delivering excellent results in a shorter timeframe.

  • "Very diligent, open to input and professional". 
    CTO at Lendo
  • "She has great skills in tech recruitment, and the 
    processes as well as deliver on whats expected". 
    Head of People at Lendo