The Client 

A prominent Fin-tech company headquartered in London, recognised for its innovative and highly secure payment orchestration and optimisation services.  

The Problem 

As the company prepared to launch an ambitious new product, senior management identified the need to assemble a new software development team rich in security and highly specific fintech expertise. This team was essential to ensure a successful product rollout meeting the company's high standards for quality and security. 

Senior management issued a firm directive prohibiting the use of external recruitment agencies for this initiative. The intention behind this decision was to ensure internal talent development, maintain control over the hiring process, and reduce recruitment costs.  

The internal Talent team faced a major challenge: they needed to recruit a diverse group of professionals, including developers, designers, testers, and product managers, to cover all aspects of the development lifecycle and despite the team's best efforts, their recruitment strategy fell short.  

The combination of strict requirements and the niche nature of the roles made it increasingly difficult to find suitable candidates through traditional methods.   After several weeks of unsuccessful recruitment efforts, senior management reassessed their strategy. The urgency of the project and the lack of quality candidates prompted them to consider external support, despite the initial plans to keep the recruitment process in-house. 

The Solution 

Recognising the need for specialised expertise, the company sought to partner with a reputable consultancy capable of conducting a thorough analysis of the company's needs. They required a partner who could understand the technical requirements and processes involved in the recruitment of a highly skilled team. 

Hydras conducted an in-depth analysis of the company’s needs and tailored their approach accordingly. They implemented a targeted recruitment strategy leveraging their extensive network.   Hydras quickly yielded positive results. Within a matter of weeks, they compiled a list of competitors to headhunt ready-made teams with significant experience in similar product releases. This process was complex, as several factors had to be considered before headhunting, including the tech stack, team dynamics, company culture, and potential competition clauses related to client bases.

The Outcome 

Thanks to the collaborative efforts between Hydras and the internal talent team, all critical positions were filled in under ten weeks via several methods including traditional sourcing and headhunting. The internal team provided valuable insights and support, which facilitated a seamless recruitment process. The positive outcome was a testament to the effective partnership and the ability to adapt to the needs of the organisation.