Leading FinTech Recruitment & Technical Search

Connecting you with top FinTech talent

Our Talent Is Building Your Business

Experts in FinTech Recruitment

Attracting and retaining top talent in FinTech can be a daunting task, but as a specialist FinTech recruitment firm, Oakstone specialises in finding the most qualified and experienced candidates for businesses globally.

Trust us to deliver a tailored recruitment solution that meets your unique needs and supports your success in the financial technology industry. Contact Oakstone International today.

Our fintech consultants are experts

  • Accounting Tech

  • Capital Markets Software

  • Crypto, Blockchain and Digital Assets

  • Payments & Lending

  • Electronic Trading

  • RegTech

  • Data, Research & Analytics

Directors Tristan Heywood and Steve Farr working

OSL, Head of Engineering

“Oakstone are better than other recruitment companies because of the effort they go to to find the right candidates. The candidate profiles are always accurate and they pick more out than what is initially displayed in the CV. I trust when the CVs come through that they’re going to be good and there will be people worth interviewing.”

Why choose Oakstone as your FinTech Recruiter?

  • At Oakstone, we strive to be more than just a recruitment partner for passionate and growing FinTech companies. We want to work together with businesses that align with our values and goals and that we truly believe we can help.

  • We take the time to get to know you and your business so we can deliver solutions that really work.

  • At Oakstone, we are committed to building long-lasting relationships with and helping you achieve your FinTech recruitment goals. Contact us today to get started.

The oakstone team working

FinTech Executive Search Consultants

Helping you hire FinTech talent

  • We have an extensive network within the FinTech sector, streamlining candidate search time to headhunt the right people.

  • You will have a dedicated point of contact within the FinTech recruitment team who will manage your expectations and requirements.

Managing Consultant Tom Richardson working

Build Your Team With Oakstone

Hire the best FinTech talent

We can assist companies with their leadership hiring and continue to support them in building their teams, whether in sales, marketing, customer success, technical or pre-sales.

Oakstone can help scale your FinTech

Oakstone International has helped some of the biggest global FinTechs reach their hiring goals. Our vast experience, network and search capabilities, position us as a leader in FinTech recruitment and executive search.

Our experienced recruiters understand the unique demands of the FinTech landscape, ensuring that every candidate we place possesses the skills and expertise necessary to drive your team's success. Whether you're expanding your development, analytics, or leadership teams, Oakstone's extensive network and personalised approach to recruitment guarantee a seamless process. Trust us to identify and secure top-tier talent, enabling your FinTech company to scale efficiently and stay ahead of the competition. Elevate your team with Oakstone's expert recruitment solutions. Our talent is building your business.

Discuss Your Hiring Requirements

Join the SaaS & FinTech companies building their teams with us

Are you looking to grow your business with exceptional talent? Get in touch...  

I’m Jobseeking

As a SaaS and Fintech client driven firm we work exclusively for clients to find them people that have a specific set of skills and experience.

However, if you would like to submit your CV, it will be passed onto our divisional directors and we will keep you in mind for future roles that are appropriate to your background and goals.

Frequently Asked Questions

  • In the technology space you have a wide spread of highly skilled individuals who will have nine times out of ten performed or worked on something relatable to the project required.

    Not only do we want to make sure we are finding the right technical match in terms of skillset but also identifying where they sit within their current role in terms of ownership of responsibility of a specific platform or project.

    This comes from really identifying with the client what they needs are across the board, what is missing in the current team, what can someone bring to the table to add value.

  • Brand perception is key, make sure that your online presence is strong and conveys a truthful perception of the business.

    Incentivise and drive your talent to stay. Talent attracts talent. Hackathons, meet ups, challenges; things that were common pre pandemic.

    Be aware of what the markets trends are with regards to salaries, benefits and hybrid working environments. Don’t be left behind in ever evolving times.

  • Build and define a streamlined interview process. The candidate experience whilst interviewing will be their first (and only for some) perception into what life is like at said company.

    Don’t invest your time in a “numbers game”; work with a Recruiter who can help you design a recruitment and screening process to ensure the shortlist of profiles contains multiple candidates you could hire.

  • We lost interest in 20% of candidates that are asked to perform an “at home” or remote coding exercise which can take up to two hours before even speaking to someone.

    A pair programming session or whiteboarding exercise with a future peer or mentor encourages collaboration where core tech competencies are displayed along side softer skills like communication, ability to think on their feet, and challenging a decision.

  • Protect your brand, the last thing you want is your companies name being the talk of the town for hiring yet you have not found the right person yet. This is normally due to working with multiple recruiters who don’t understand the brief and want to get out to half the “city” until they find the right keywords on a CV. It does more damage than good.

    Why should the candidate want to work for you? The first interaction should be a two way conversation; they should leave that first meeting excited for the next, not just happy because they answered all of the interviewers questions correctly.

  • Diversity and inclusion are crucial in FinTech hiring as they promote creativity, innovation, and a broader perspective. To ensure diversity and inclusion, companies should actively recruit from a wide range of backgrounds and implement policies to prevent bias in the recruitment process. We take all this into account during our own headhunting activities.

  • The ideal team structure for a FinTech company depends on the specific goals and needs of the organisation. However, a combination of technical and non-technical roles can be beneficial, with individuals possessing a diverse range of skills and backgrounds.

    Building a team with complementary skills can be achieved by focusing on hiring for the specific skills needed and utilising assessments to evaluate the team's strengths and weaknesses.

  • To evaluate a candidate's potential for growth and adaptability, you can ask questions about their willingness to learn and take on new challenges, as well as examples of how they’ve adapted to situations in the past.

    Additionally, assessing their ability to problem-solve and handle change can provide insight into their adaptability.

  • To help employees stay ahead in the FinTech industry, training and development programs should be focused on relevant skills and technologies.

    Providing opportunities for professional development, as well as the opportunity to attend industry events, conferences, and networking, can help employees stay up-to-date and competitive in the industry.