A funded fintech startup had the roadmap, the runway and the pressure — but not the senior engineers to build. We placed three in weeks, vetted for a compliance-heavy domain, and every one of them stayed.
Funding had landed and the roadmap was set. The one thing standing between the two was people — specifically, senior engineers who could work safely in a regulated, money-moving product from day one.
The team had spent two months in the usual loop: generic agencies forwarding half-relevant CVs, promising juniors who needed a year of ramp-up, and candidates who evaporated at offer stage. Fintech made it harder — the hires had to understand compliance, data sensitivity and the cost of a bad deploy, not just pass a coding test. Meanwhile the roadmap sat blocked, and the pressure from investors did not.
Their roadmap was ready. The team to build it was not.
We treat recruitment as engineering, not CV forwarding. Before sourcing a single candidate we sat with the VP of Engineering to calibrate the roles precisely — the actual problems each hire would own, the stack, the seniority, and the non-negotiables for a fintech context.
"They found us three senior developers in weeks. An absolute game changer for our roadmap — and every one of them stuck." — VP Engineering
Three senior developers were placed within weeks, not the months the search had already burned through. Because the vetting screened for fit as hard as for skill, all three were still on the team long after — the truest measure of a good placement. With the seats filled, the roadmap that had been stalled started moving again.