The challenge

Hire highly competent and senior tech talent capable of working in diverse markets and countries, within a fast-paced and rapidly expanding environment.
Many of these roles required senior technical expertise and some even demanded management skills with specific technologies.  Thus, we had to put in a strong sourcing effort for passive candidates and networking skills while reducing the time-to-hire as much as possible, allowing them to achieve their coming team goals and projects.

The solution

So, how did we overcome these obstacles and deliver outstanding results?

Collaboration and teamwork were the cornerstone of our success. Our tech recruiters worked hand-in-hand with the hiring team, showcasing exceptional stakeholder management skills. Every person involved actively participated and contributed, making this project successful.

1. The stakeholder management skills

Before reaching out to potential candidates, our tech recruiters prioritised understanding the business, hiring managers and stakeholder needs This was accomplished through diverse discussions, workshops, sessions, and the development of a more structured recruitment process according to the levels of each role.

2. Sourcing and networking

The fintech market is fiercely competitive, demanding us to build robust talent pools with passive candidates who not only matched each position but were also a great fit for the company culture and values.

3. Events and conferences

We had the opportunity to attend diverse events in the Stockholm area, this led us to attract talented and experienced candidates and gain recognition through the employer brand.

4. Negotiation skills and the best candidate experience

Our goal was to provide an exceptional candidate experience and attract talented individuals for each technical position, even those beyond Swedish borders. We achieved this by engaging in effective communication, providing prompt feedback, personalizing our interactions, and skillfully negotiating offers and benefits, always prioritizing the unique needs of the candidates.

5. Improvement of the recruitment process

Finally, we believe that the strategies ahead would not have been successful without a correct and structured recruitment process. Through comprehensive discussions and workshops, we refined each step of the process, from the initial screening to enhancing technical interviews and tests.

The result

We set specific goals for this assignment, which we successfully achieved. We filled all the tech positions including senior frontend, backend engineers, SREs, engineering managers, and head of development roles. Moreover, our collaboration with the hiring team allowed us to enhance their recruitment process, setting them up for continued success in the future.At Agile Search, we thrive on challenging projects like these, where we can show our expertise, embrace teamwork and exceed expectations. If you’re seeking exceptional tech talent in the FinTech industry, we’re here to help you build your teams that will drive your organization to the next level.