Industry
Financial Services
Location
London
Number of Employees
501 – 1000 employees
CLIENT OVERVIEW
Our client is a well-established global fintech company that has been operating since 1998. Over more than two decades, the company has evolved from an early online currency trading provider into a comprehensive financial technology platform designed to make investing and trading more accessible to individuals around the world. Today, the organization serves more than two million users globally and continues to expand its digital ecosystem of trading platforms, educational resources, and financial tools.
With a workforce of over 900 employees and offices spanning several major international hubs, including London, Abu Dhabi, Hong Kong, and Cyprus, the company operates in a highly dynamic and competitive industry. Its mission is centered on helping individuals, particularly those in emerging markets, gain the knowledge and tools necessary to participate confidently in global financial markets. By combining technology, education, and user-friendly platforms, the organization aims to make financial independence more attainable for millions of people.
As the business continued to grow internationally, the company needed to scale multiple teams simultaneously while maintaining high hiring standards and ensuring a consistent candidate experience across regions.
CHALLENGE
Rapid international expansion created increasing pressure on the company’s internal recruitment function. Hiring demand was growing across several departments and locations at the same time, requiring a steady pipeline of highly qualified candidates in both technical and commercial roles. While the company already had an internal talent acquisition team, the pace and volume of hiring began to exceed their operational capacity.
The complexity of recruiting across multiple global offices added another layer of difficulty. Each region had different market dynamics, talent availability, and hiring expectations. Coordinating recruitment processes across these locations while maintaining consistency in candidate quality, employer branding, and communication standards proved increasingly challenging.
Additionally, the fintech industry is particularly competitive when it comes to talent acquisition. Experienced professionals in areas such as technology, product development, and financial services are often in high demand and are frequently approached by competing organizations. Attracting and engaging these candidates requires not only strong sourcing capabilities but also a deep understanding of the industry and the ability to present opportunities in a compelling and credible way.
The company therefore needed a recruitment solution that could integrate seamlessly with its existing talent acquisition structure, increase hiring capacity quickly, and provide dedicated expertise without the delays associated with building a larger internal team.
SOLUTION
To address these challenges, Avomind partnered with the client through an embedded recruitment model. Rather than operating as an external supplier, Avomind integrated directly into the company’s internal hiring processes, functioning as an extension of the existing talent acquisition team.
The embedded recruitment team worked closely with internal stakeholders to gain a deep understanding of the company’s organizational structure, hiring priorities, and cultural values. This alignment allowed Avomind to represent the company effectively in conversations with candidates and ensure that every stage of the hiring process reflected the organization’s standards and employer brand.
By becoming part of the internal recruitment workflow, Avomind was able to provide immediate additional capacity while maintaining full transparency and collaboration with internal teams. Recruiters worked alongside hiring managers to define role requirements, map relevant talent pools, and build targeted sourcing strategies across different markets.
The approach focused heavily on proactive talent mapping and direct outreach to passive candidates, particularly within the fintech and technology sectors. This ensured that the company could access professionals who were not actively searching for new opportunities but were open to compelling career prospects.
Throughout the partnership, Avomind maintained close communication with internal stakeholders, providing market insights, candidate feedback, and ongoing guidance to optimize hiring strategies across different regions. This collaborative structure enabled the client to maintain consistency across global recruitment efforts while significantly increasing hiring capacity.
OUTCOME
Through the embedded recruitment partnership, the company was able to scale its hiring operations efficiently while maintaining the high standards required for a global fintech organization. The integrated model allowed Avomind to accelerate candidate sourcing, improve process efficiency, and support hiring managers across multiple regions simultaneously.
Because the recruitment team operated as a fully embedded extension of the client’s internal function, communication remained seamless and decision-making processes were streamlined. Hiring managers gained faster access to high-quality candidate pipelines, while candidates benefited from a consistent and professional recruitment experience.
The partnership enabled the company to sustain its global growth trajectory without placing additional strain on internal resources. By combining Avomind’s specialized recruitment expertise with the client’s internal knowledge and leadership, the organization was able to build stronger teams across its international offices and continue expanding its impact in global financial markets.
Ultimately, the embedded recruitment model provided a scalable and flexible solution that supported the company’s long-term talent strategy while enabling faster, more efficient hiring across a complex international environment.