Nexus IT Group is your trusted recruiting partner for Fintech professionals, connecting fintech companies and financial institutions with technology experts committed to driving financial innovation and transforming financial services. As a specialized staffing company focused on fintech roles, we have extensive networks of payment systems engineers, blockchain developers, financial software engineers, and quantitative developers who can help you build secure payment infrastructure, develop innovative financial products, and deliver seamless digital banking experiences. This is critical because the top Fintech professionals aren’t actively looking for a job–in fact, they’re contacted so frequently by headhunters they’ve shut down the most common ways to get opportunities in front of them.
In today’s world, financial technology is a transformative force for financial services and customer experience. From the payment processing systems you deploy to streamline transactions to your digital banking platforms and blockchain solutions, Fintech capabilities are becoming essential to maintaining competitive advantage and meeting customer expectations. Equally important is ensuring PCI DSS compliance, data security, and adherence to regulatory requirements like SOC 2 certification, KYC/AML regulations, and financial services mandates. Our recruiting teams’ acumen and understanding of the Fintech industry let us balance all of these demands to bring fintech organizations the right employees for their needs. We can identify top talent at all levels, including executive search as well as individual contributors like payment integration specialists, blockchain engineers, financial systems architects, and quantitative developers. The staffing services we provide at Nexus can help you build a world-class Fintech team, giving you the competitive edge to enhance customer financial experiences and scale your fintech platform.
Whether you’re a hiring manager with a set of difficult Fintech roles to fill or a fintech professional considering changing jobs, we would love to chat about your needs and how our team of Fintech recruiters can serve as partners in your search. Similar to technology roles across industries, the Fintech sector is evolving rapidly, and having an experienced professional on your side can help you successfully navigate this changing landscape. Even if you just want some insights into how our recruiters help connect talent with Fintech opportunities, we hope you’ll reach out to our search firm so we can share our expertise and help your organization or career continue to move forward.
81%
of our successful candidates are submitted within one week
92%
of our candidates will accept your offer
96%
of our candidates are employed with your firm after 12 months
We run retained searches for fintech leadership, including CTO, VP of Engineering, Head of Platform and the risk and compliance technology leaders that regulated products require. Investors frequently sit in on these processes, so the shortlist has to survive a board conversation as well as a technical one. Our retained placements hold a 96% candidate retention rate.
Fintech engineers are courted heavily and rarely answer adverts, so our recruiters work outbound into payments, lending, trading and core banking depending on what the role actually touches. We deliver a vetted shortlist within 4 days of taking the requirement. One New York asset manager with $5.6BN under management had us screen 287 candidates and submit six inside two weeks, with the hire starting five weeks after kickoff.
Regulatory deadlines, migrations and integrations arrive with dates attached and often need capacity rather than headcount. We serve as both the recruiter and the W2 employer for the contract term, which keeps co-employment risk off your side and gives you a clean way to convert the engineer if the work becomes permanent. Our contract placements hold a 94.3% quality of hire ratio.
A fintech scaling after a funding round is usually hiring across engineering, data and product at the same time, which is where per-placement fees stop making sense. Our Recruitment as a Service subscription handles candidate marketing, sourcing, screening and delivery for the whole plan. We generate an engaged pipeline for a named fintech role in under 7 days.
The great thing about nexus IT group is that it has a smaller family feel, but they are able to deliver IT candidates better than the largest IT staffing suppliers that we work with. They have delivered high quality cybersecurity professionals for several years to our firm.
I’ve been in Talent Acquisition for 15 years and have used many IT staffing firms over the years. I highly recommend Nick and nexus IT group over any other IT staffing services. nexus’ commitment to quality and delivery is top tier. They take the time to understand your needs, provide thorough screening, and make sure that candidates have a positive on-boarding experience.
Working with nexus IT group has made my job much easier. Having a recruiting firm who specializes in IT and within my industry, and who understands our specific culture and hiring needs has been instrumental in our talent acquisition talent strategy.
Capital One has used nexus IT group’s recruitment services for a number of IT positions at varying levels, over the past 4 years. We’ve had a high success rate working with nexus IT group which is a testament to the caliber of their work and their internal sourcing and vetting practices.
I’ve dealt with a lot of hiring firms in my 18 years in the investment banking profession, and the majority of them have been awful to mediocre at best. Dealing with Nexus IT Group, on the other hand, was a breath of fresh air. After only one one opening, I was blown away by the quality and quantity of resumes I received. Nexus IT Group pays close attention to my demands and requirements. As a result, the individuals who were referred to me were excellent fits for our open positions. I appreciate the personal and professional expertise you offer to the process.
SAIC provides government services to several federal agencies across the US. We needed to recruit several new cybersecurity talent for our growing practice area. Travis quickly understood our business and the requirements of each cybersecurity need. nexus IT group showed patience, flexibility, and expertise in the search process. If you’re looking for good cybersecurity recruiters then you can’t go wrong with nexus IT group.
It is hard to put into words what nexus IT group has done for our organization. nexus IT group knows exactly what we look for and they get the right candidates 99% of the time. Anyone looking to hire tech talent would be lucky to have nexus IT group on their side. They have great work ethic, responsive, and a wide array of market knowledge.
We’ve enlisted the help of a number of IT recruiting firms in the past. Nexus IT Group has contributed to the success of many great hires by working professionally, diligently, and efficiently. We contacted Nexus IT Group after being introduced to them, and we were instantly impressed by their promptness and ability to focus on our needs. We received 3 resumes the same day and 3 more the next day, and we were able to hire four people in less than a week. We added an additional individual through Nexus IT Group a few weeks later as a result of vast network, service and professionalism. I highly recommend working with Nexus IT Group.
Our client processes payments for small businesses and needed an engineer who had worked inside a card scheme integration before, since a botched migration would have stopped money moving. The role sat between engineering and compliance, which most applicants had no exposure to at all. We submitted four candidates and the client hired within two weeks of the intake call.
A lending platform had grown to eighteen engineers with no engineering leader, and the founders were making architecture decisions between investor meetings. They needed somebody who had scaled a regulated product rather than a consumer app. We ran the search confidentially, presented five candidates and the hire started six weeks later.
Our client is a challenger bank whose fraud team was working from a warehouse that refreshed overnight, which is far too slow to stop anything. The role called for streaming experience alongside an understanding of how fraud rules are actually written. We sourced 143 candidates, submitted three and the client hired the first person interviewed.
A payments company needed a DevOps engineer who could work inside an environment with change control, audit logging and separation of duties, which rules out a great deal of startup experience. We screened for people who had passed an audit rather than read about one, submitted four candidates and the role closed in 24 days.
Our client is an asset manager building pricing tools in house after years of licensing them. They needed a developer fluent in both C++ and the mathematics behind the models, which is a small population and an expensive one. We presented three candidates and the client hired two of them.
To nexus IT group, placement is an art—one that requires the proper alignment of talent with opportunity, experience with need, personality with environment, and aspirations with value. The fintech sector is a fast-paced, highly competitive recruiting environment that offers big opportunities for fintech candidates. Our full-cycle recruiting system is a 51 step touchpoint process from start to finish. Our engagement process starts with a discovery call to understand the needs of the role. With this series of questions, our fintech recruiters are able to build a sales cadence that we will use to deploy a multi-touch recruiting cadence precisely and accurately to hundreds of candidates that fit the expectations of the role. Once our targeted search is executed, we spend a series of 3 calls to get to know the candidates’ needs, wants, and future career interests. Once we’ve created a shortlist of qualified and fully vetted candidates, we will deliver our top 2 to 3 candidates to the fintech hiring manager. Once the interview process starts, we work with the candidate and the hiring team to make sure communication is responsive and transparent. Once a candidate is placed, we stay in touch with the placed candidate for 2 years just to see how things are going.
Our candidate sourcing can be described in 3 words: Identify. Engage. Toolstack. Typically, the best job prospects are those who are passive. This indicates that they are not actively seeking employment. As a result, they are not surfing the Internet in search of online job postings. And because they are not viewing online job postings, we have developed a robust and 100% outbound recruiting strategy. We begin our sourcing strategy by creating a candidate persona. Once we have successfully created the candidate persona, we will then create a content strategy that will attract top talent in the fintech space. Once we’ve developed our cadence, we will use a number of sources to scour the web to get our message in front of the right candidates. Strategies include searching our database, sourcing for referrals, sourcing from specific organizations, LinkedIn, Meetup, Angel List, Dice, alumni boards, GitHub, fintech conferences, and many other niche fintech community sites. We craft highly personalized messages that drive above industry reply rates. Our recruiting strategy is to begin conversations with passive candidates to learn about their future career interests, needs, and wants and align those needs with future openings with a high-touch approach.
Quality of Hire is very important for nexus IT group and our fintech recruiting team. Currently our fintech recruiters hold a 96.08% quality of hire ratio. This is measured by any contractor who successfully completes their contract, and/or a direct placement candidate who is at our client for at least 6 months of duration.
Currently our 1 year retention rate with our fintech clients is running right at 96.2%.
The fintech hiring space is fast-paced, so our team of fintech recruiters are trained to work swiftly. The time required to send qualified candidates to the fintech hiring manager varies on the position you are seeking to fill and the challenges we will face such as lower than market compensation, bonus concerns, slow feedback, onsite expectations, etc. We can deliver applicants on the day of contract signing, within a few days, or within a few weeks.
We’ve spent a great deal of time working with financial technology innovators and have had the distinct pleasure of collaborating with a number of visionary fintech founders and investment firms. From our perspective, the future of finance is being built by technology-driven companies, and we are major believers in the transformation of financial services through innovation. The fintech revolution is particularly exciting as we help companies build teams that are revolutionizing payments, lending, blockchain technology, digital banking, and wealth management. Whether working with early-stage fintech startups or established financial institutions undergoing digital transformation, we find it rewarding to connect talent with organizations reshaping how people interact with money.
Fintech recruiters specialize in a specific market sector. Every day, our fintech recruiters contact a specialized set of financial technology candidates. When starting a new search, our team has a pool of personally-known candidates to call immediately. The point is that specialized fintech recruiters sprint out of the gate more effectively than staffing firms that go back to the drawing board for each search.
When employers receive a resume from a fintech recruiting firm, there is a high probability that they are familiar with the individual. Our clients trust that we have thoroughly screened the candidate over a series of multiple conversations, and that they will be worth the hiring manager’s time to interview.
Another benefit of using a specialized fintech recruiting firm is you will experience less of a “resume broker” relationship and more of a “sector expert.” We spend countless hours every day conversing with fintech prospects and fintech employers, making us more “in the know” about the fintech space. Fintech recruiters can provide insight into the landscape of fintech employment, equity, current pay, and the most recent candidate challenges.
Ultimately, fintech recruiters have access to a concentrated pool of candidates, resulting in increased efficiency during the hiring process and the ability to establish long-lasting relationships with the industry’s top talent.
Though we have several different practice areas such as government IT staffing, digital marketing staffing, private equity staffing, DevOps staffing, cloud staffing, data science staffing, and software development staffing, our fintech recruiters are hyper-focused on clients in the financial technology space. Our fintech recruiting team has successfully worked with clients ranging from budding fintech startups to Fortune 50 financial institutions.
Whether you’re recruiting for a Blockchain Developer, Payment Systems Engineer, Quantitative Developer, Financial Software Engineer, Compliance Engineer, Risk Analytics Developer, or Mobile Banking Developer – our recruiting solutions have you covered. Our hires range from just about anything you can imagine that a company would need when hiring fintech talent — including leadership roles like Chief Technology Officer, VP of Engineering, Head of Product, Chief Information Security Officer, and many more—with a niche focus in fintech staffing.
Our fintech recruiters use a series of stages to make sure we minimize candidate fallout during the recruiting cycle. Our recruiters will perform an in-depth conversation where they work to uncover the needs, wants, and desires of their next career move. We ask candidates specific skillset questions about their experience with financial systems, payment processing, regulatory compliance, security protocols, and fintech product implementations. If the team feels that there’s a fit, then another person from our team will speak with the candidate. If the 2 nexus reps feel that there’s a good fit, then we ask the candidate to complete a 4 question feedback form so we can better understand if the role is a good or great fit. Once we receive the candidate’s feedback, then we will perform a “Lockdown” conversation where we ask a series of questions around counteroffers, interview stages, target salary expectations, and much more. If this goes well, then we will submit the candidate for client review.
First, it is incredibly difficult for fintech hiring managers with little time to receive responses to job ads. Second, an increasing number of professionals do not respond to recruiters, particularly in the fintech field. They prefer to hear directly from the CTO or Head of Engineering, which brings us to the third challenge: recruitment is a full-time, highly specialized profession for which fintech hiring managers do not have time.
Our fintech recruiting fee is 22% to 25% of the candidate’s first year base salary. We do our best to find a payment structure that works best for your team.
Our fintech recruiters are paid by the companies for which they place candidates. Your fintech recruiter does earn a commission if you are hired, but the commission is paid by the company that hires you. Our recruiting fee isn’t taken out of your salary, and it doesn’t lower the salary that you would be offered. Another misconception is that if you are presented by a recruiter, and another candidate is not, that you would be at a disadvantage because you have a fee associated with you getting that role. In our experience, companies are seeking the best person for the job, and they are not concerned about a fee being paid at that point. In fact, candidates that work with recruiters actually tend to make more than those who job hunt alone.