{"id":4455,"date":"2022-09-14T13:04:23","date_gmt":"2022-09-14T11:04:23","guid":{"rendered":"https:\/\/bridgestudio.co\/?p=4455"},"modified":"2022-09-14T13:32:22","modified_gmt":"2022-09-14T11:32:22","slug":"how-to-spot-hire-amazing-fintech-developers","status":"publish","type":"post","link":"https:\/\/bridgestudio.co\/how-to-spot-hire-amazing-fintech-developers","title":{"rendered":"How to spot & hire amazing fintech developers"},"content":{"rendered":"\n

Hiring a bad fintech developer is like dating someone who appears amazing and then the moment you decide to commit they become an abusive alcoholic, put on 20kg and start treating you like rubbish. Having a rotten apple in the team is a huge liability. <\/p>\n\n\n\n

A current Bridge Studio<\/a> client recently asked for consulting advice on how to hire fantastic developers that get the job done while not smelling of cheese. So let\u2019s unpack how we\u2019ve created our amazing development team and the process we took.<\/p>\n\n\n\n

We can break it down into 4 phases:<\/p>\n\n\n\n

  1. Set the criteria<\/li>
  2. Searching<\/li>
  3. Interviewing<\/li>
  4. Testing<\/li><\/ol>\n\n\n\n

    Setting the criteria for hiring amazing fintech developers<\/h2>\n\n\n\n

    Through painful trial and error we\u2019ve found that candidates with the right cultural fit and enthusiasm to learn do better than candidates that have the right technical knowledge and experience but don\u2019t fit with our culture. As long as they have a desire to grow and be open to learn, the rest can be taught.\u00a0<\/p>\n\n\n\n

    In his book, Delivering Happiness<\/a>, Tony Hsieh wrote that you should hire and fire on your brand values. Finding people who understand your company\u2019s core values is key to building a thriving business. So if your brand values are all about warmth and openness you should look for people who show these values through their actions and communication. However, not everything is so black and white. For example, some people may be shy and introverted, so it\u2019s important to identify that in order to ask the right questions to gauge what type of person they are.<\/p>\n\n\n\n

    It goes without saying that you should always be looking for candidates that show enthusiasm, openness to learn, humbleness, empathy and honesty. <\/p>\n\n\n\n

    Searching for fintech frontend developers<\/h2>\n\n\n\n

    It\u2019s safe to say that for each job role we evaluate over a 100 CVs. This generally gives us about 4 candidates that are good enough to interview. Our hunting ground is usually Linkedin where we post free and paid ads, other tech job sites, as well as asking our current team and friends for referrals. Each country\u00a0may have their own\u00a0 particular jobsite or freelancer. In Spain, for example, we\u2019ve used Malt<\/a>. Once we have over 100 CVs, we filter them into 3 folders:\u00a0<\/p>\n\n\n\n

    \"No<\/td>\"Maybe\"<\/td>\"Hell<\/td><\/tr>
    No f-ing way<\/td>Maybe<\/td>Hell yeah<\/td><\/tr><\/tbody><\/table>
    Our selection processs<\/figcaption><\/figure>\n\n\n\n

    \u00a0 \u00a0 <\/p>\n\n\n\n

    Important tip:<\/strong><\/h4>\n\n\n\n

    Both a designer and another frontend developer should be reviewing the CVs and portfolios. <\/p>\n\n\n\n

    Ignore their CV<\/h3>\n\n\n\n

    Well, maybe you can ignore 90% of it. At most, it serves as a VERY rough guide to their background, areas of expertise and claimed<\/em> years of experience. <\/p>\n\n\n\n

    It\u2019s far more important to analyse their work and portfolio while asking the following questions:<\/p>\n\n\n\n