Our recruitment process is in most cases the very first interaction between the company and the people who ultimately work here. At the heart of it, apart from hiring the best and the brightest for our roles, is to provide an immaculate candidate experience to all of the people that we interact with, both those we hire and those we don’t. 

We take pride in maintaining a great level of communication throughout the whole process, respecting candidates and the time they invest, but also providing constructive feedback that candidates benefit from, regardless of whether we end up hiring them. 

What we look for in candidates and, as an extension, what we try to assess throughout our recruitment process, is competency and expertise within the scope of the role in question and alignment with our values and culture. 

We start all hiring processes with a brief 15-30 minute video call with members of the talent acquisition team, to assess suitability and provide more information around the role and the business. The talent acquisition team will also take time at this stage to answer any initial questions and explain the rest of the process to the candidate, so that they understand what the process will entail on an end-to-end basis. 

The following, and arguably most important, stage of the process is a conversation with the hiring manager. This usually lasts 60 minutes and is a very in-depth look at the candidate’s experience and skill set that also serves as a great opportunity to get to know them on a personal level and understand their priorities, aspirations and values. As mentioned previously, it is equally important that a candidate has a great level of expertise within the scope of the role and that they align with the company’s values and culture, which is what this stage of the process is aiming to assess. 

We understand that it is important for a candidate to meet a good number of people within the business, in order to get a good feel for our culture but also to be able to make a more informed decision on whether this is the right role for them or not. Therefore, we always make sure, after they’ve met the hiring manager, that they get to meet several more people within the business, including senior team members and managers. 

The one person who is instrumental to all of our interview processes is our founder and CEO, Daniel Webber. Regardless of how busy he is at any one time, he always finds the time to meet with any potential new hires at the end of the interview process, to answer any questions they may have and to share with them his vision for the company. Getting to meet Daniel is a great opportunity to ask a wider range of questions but also to tap into his wealth of knowledge around the payments, FX and wider fintech space. 

If there is one tip that we can give to candidates considering or about to interview with us, it is to be prepared to articulate what excites them about our company and the role they have applied for. Even though we value skill set and experience a lot, what we value more is genuine excitement and passion about the company and the role in question. 

If reading the above peaked your interest and you think FXC Intelligence may be a good option for you when you are ready for your next role, please visit our careers page (https://careers.fxcintel.com) where you can find a lot more information about our recruitment process and our current vacancies.