We begin with an initial Client Strategy Meeting to discuss your objective and ensure the correct recruitment is identified for you.
We like to meet the peer group and key stakeholders so we can understand the culture, the business processes, the company’s mission, and the personalities to ensure we deliver talent that fits.
During this phase, we build talent maps of your competitors and start to highlight key targets.
You want the best? We find the best. Following the briefing, your Recruitment Partner will compile a list of target companies and individuals for you to approach.
The TalentintheCloud TCS™ process utilises the latest technologies and operates 24/7 one-to-many digital outbound techniques to build authority, give value, and develop social engagement within our niche in FinTech.
We have mapped out nearly all of the leadership talent across the sector, giving us a distinct advantage.
We then shortlist candidates identified from Stage Two with the appropriate skills and experience within compatible companies/sectors.
Interested candidates all participate in a Video Interview with your dedicated Recruitment Partner. This allows us to determine elements such as skill, aspirations, personality and suitability.
Our Video Interviews are recorded and will accompany the candidate’s CV as part of the shortlist. This greatly reduces your time to hire – in some cases by 70% as you can share videos with your other team members to get instant feedback.
You will be presented with a detailed digital shortlist that goes well beyond a CV. This gives you the full picture, not just the skills.
Our shortlist will include all CV’s, video interviews and behaviour reports (if requested) conducted during the engagement stage.
We are honest and frank in our assessment, and explain the reasoning behind it. This is an opportunity to potentially uncover something that deems the candidate unsuitable, saving you valuable time with a face-Filling jobs just isn’t enough to-face interview.
We loop in with both the client and candidate ‘pre’ and ‘post’ interviews. Feedback from this can be addressed in the following interview, and the process ensures candidates are briefed on any special requirements.
Our team will be on hand to organize and facilitate the interview process and, crucially, are experts in negotiating remuneration packages on your behalf.
Our process does not end at the point of acceptance, we continue to work with both parties throughout the notice period as well as ensuring a smooth on boarding process.
As a process, we check in after six weeks, then again after three months to see how things are working out for both parties.
An informal discussion like this can often unearth minor frustrations or misunderstandings on either side that are potentially easily resolved, but left unchecked can become deal breakers.
Our aim is to be your key recruitment partner going forward for all FinTech and management recruitment within your organisation.
By understanding your organisation, culture and ongoing strategy we can proactively ensure you have the best talent available for key roles going forward. Turning your recruitment from reactive to proactive.
Notre service de recherche retenu offre à nos clients une totale tranquillité d’esprit que votre campagne de recrutement est entre les mains d’une équipe de recrutement experte possédant une expertise approfondie dans le secteur desFinTech.
Construit à l’aide des outils et techniques les plus récents, TCS™ a révolutionné la façon dont les FinTech recrutent des talents de leadership.