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Senior Backend Software Engineer

Salary:

£75,000 - £85,000 per annum + 25 Days Holiday, Pension and Shares

Location:

City of London, London

Industry

FinTech

Qualification

None specified

Market

Financial Services

Salary

£80,000 - £100,000

Job Discipline

Software Development

Contract Type:

Permanent

Description

Marks Sattin have partnered with one of London's most exciting and fast growing (POS) Point of Sale FinTech start ups.

Reference

164224

Expiry Date

25/06/21

Lewis Toms

Author

Lewis Toms
Lewis Toms

Author

Lewis Toms
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Backend Software Engineer

Salary:

£60,000 - £65,000 per annum + 25 Days Holiday, Pension and Shares

Location:

City of London, London

Industry

FinTech

Qualification

Fully qualified

Market

Financial Services

Salary

£60,000 - £70,000

Job Discipline

Software Development

Contract Type:

Permanent

Description

Marks Sattin have partnered with one of London's most exciting and fast growing (POS) Point of Sale FinTech start ups, we are assisting with their search for a Backend Software Engineer.

Reference

164225

Expiry Date

24/06/21

Lewis Toms

Author

Lewis Toms
Lewis Toms

Author

Lewis Toms
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Full Stack Developer

Salary:

£55,000 - £75,000 per annum + Medical, Pension, Holidays

Location:

City of London, London

Industry

Technology

Qualification

None specified

Market

Commerce & Industry

Salary

£70,000 - £80,000

Job Discipline

Software Development

Contract Type:

Permanent

Description

Marks Sattin have collaborated with a fast growing SaaS provider in their search for a Full Stack Developer (Node.js & React)

Reference

164821

Expiry Date

16/06/21

Lewis Toms

Author

Lewis Toms
Lewis Toms

Author

Lewis Toms
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React Native Developer

Salary:

£55,000 - £75,000 per annum + Medical, Pension, Holidays

Location:

London

Industry

Technology

Qualification

None specified

Market

Commerce & Industry

Salary

£70,000 - £80,000

Job Discipline

Software Development

Contract Type:

Permanent

Description

Marks Sattin are working with an innovative and hyper-growth SaaS provider in their search for a React Native Developer.

Reference

164822

Expiry Date

15/06/21

Lewis Toms

Author

Lewis Toms
Lewis Toms

Author

Lewis Toms
Find out more
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My articles

How to attract top talent for your Fintech start-up or SME
How to attract top talent for your Fintech start-up or SME

Teaser

Technology

Content Type

General

04/06/21

Summary

Recruiting outstanding talent is the goal of every talent acquisition team. However, market forces have made that task increasingly difficult. Often candidates are unwilling to leave jobs that have seen them through the pandemic, and those who are looking for new opportunities are often the subject of bidding wars. Even highly desirable businesses, like Fintech SMEs, are having a hard time finding enough people with the right skill set for their companies. Ultimately, these candidates command a premium and, as a business, you may very well offer and exceed their expectations, however, that still may not be enough to sway them to work for you.  So, in a skills' drought, what can your business do to attract the best talent for your Fintech start-up or SME? Understand the candidate’s motives                                                                               As a Senior Recruitment Consultant, who specialises in the Fintech market, I have multiple conversations a day about the cons of working for a start-up vs. a large organisation. Some of the key themes from these conversations include:1. Potential lack of learning and development in a smaller business2. Fewer opportunities to progress in SMEs3. Less opportunity for flexible working and longer working hours4. Not enough employee benefits5. Less job security in a start-upYes, there are risks that come with joining a smaller business, but start-ups are some of the most progressive and creative businesses around. Remuneration, employee benefits and job security are only some of the motivators for people in their working life. People often work at start-ups because they believe in the mission or product, not necessarily for financial gain or job security.   Make your job opportunity stand out from the crowd Recruiting top talent in the Fintech market is difficult, every hire is integral and can make or break your company. With budgets being a big concern for many businesses, you need to think strategically about how you present jobs to potential candidates. A job advert is not a list of responsibilities.  Companies need to understand who they want to attract with the job advertisement. A well put together job advert, which covers all of the essential qualities the candidate needs to possess to be successful and what you can offer them in return, is a great starting point.  Utilise websites like Gender Decoder to ensure your job adverts are gender neutral and consider using SEO practises to attract better quality and more diverse candidates.Showcase your employer brand Candidates want to know what it is like to work for a company before they work for them. Attracting candidates whose values and work style align with those of your company will make your recruitment process smoother, as you won’t have to sift through candidate profiles that aren’t a match in any way. It also works the other way around. Candidates who don’t like what they see will deselect themselves from the selection process.                                                                                                                                                                                   To ensure you’re getting candidates who fit in your company, showcase your company culture through as many channels as possible and communicate why you’re a great place to work." Boost retention and retain talentRetaining talent is an essential component of acquiring talent. The Fintech industry is compact and well-connected. One person’s poor experience with your organisation could have a damaging impact on your ability to hire new people. Therefore, ensuring there is a keen focus on developing and retaining talent is a must if you want to recruit successfully for your Fintech SME. ● Incentives  Start-ups and SMEs are often disadvantaged when it comes to their ability to incentivise their employee’s roles, and provide the type of working environments, benefits and conditions that incentivise employees to stay long-term. This is because start-ups may not always be able to compete with large organisations on remuneration, benefits and bonuses. Therefore, it is essential to see appropriate and financially sustainable incentives as a cornerstone of talent acquisition and retention.● Training and progressionSome SMEs might shirk the cost of training, however learning opportunities often lead to increased productivity. Furthermore, employees are much more likely to stay with a business if they can see a clear progression and development plan. And whilst there is always the risk that if you train your employees and enhance their education, that they will leave, if you don’t offer a clear progression and training route, they are even less likely to hang around. ● Welcome feedback You should actively seek feedback from your people around the business. The people on the frontline of your organisation are often the ones best placed to provide insight into business performance. Moreover, employees  who are engaged and feel heard often stay in their roles longer. Ask for help                                                                                                                             The average employee exit costs 33% of their annual salary. However, some studies have found that the real cost of making a bad hire is closer to £130k! This is taking into account the loss of talent, time, recruitment fees, training and decreased productivity. A high turnover rate can cripple a start-up or SME. It is essential that as a business, small or large, that you don’t fall into a pattern of making bad hires. There are several routes to acquire talent, such as referrals, ex-colleagues, and reaching out to connections, which are advantageous. However, scaling and growing a business on the back of referrals is time-consuming, and there are fewer safety nets in place if the hire isn’t quite right. That is why engaging the services of specialist recruitment consultancies, like Marks Sattin, is essential. We don’t just find you your next hire, we are uniquely placed to consult with businesses on hiring trends, candidate behaviour and best talent attraction methods for your business. And the best part is, it won’t cost you anything until we have made a placement.You can read our previously published article on the pros and cons of taking recruitment in-house. If you would like to discuss any of the above, please don’t hesitate to reach out to me. 

Teaser

Recruiting outstanding talent is the goal of every talent acquisition team. However, market forces have made that task increasingly difficult.

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Lewis Toms

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Lewis Toms

Lewis Toms

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Lewis Toms

Achieve better engagement on your FinTech job applications
Achieve better engagement on your FinTech job applications

Teaser

Technology

Content Type

Career Advice

18/03/21

Summary

In 2021, 68% of businesses are prioritising recruiting candidates directly to their companies. However, this is not always best for the jobseeker and their candidate experience. In some cases, the disruption in the economy, caused by the COVID-19 pandemic and the increased volume of job applications has led to an absence of feedback during the recruitment process. I speak with many people who feel frustrated due to the shortage of responses and lack of meaningful feedback, both from recruiters and direct applications and interviews. Below we have detailed a great strategy on how you can achieve better engagement from organisations after applying for a vacancy. Make yourself known   If I was to ask any hiring manager, “what are the top three qualities you look for in a candidate?” Most of them would say: A positive attitude towards workA good cultural fit for the business and the teamSomeone who is keen to get stuck in to a project or business So, before you apply for a role, identify the business’ website and social media pages and ascertain the business culture and think about what you can contribute. Next, find the relevant hiring manager or a person from the talent acquisition team. Send them a message on why you would like to work there and why you believe you are a good fit for the role. Use Glassdoor, LinkedIn and relevant FinTech articles to inform your message. Look at what they are working on and ask yourself - how could I add value? You don't need to cover every point, but make sure it is relevant and appropriate. This tactic will show that you have a positive can-do attitude, you are passionate about your work and you’re engaged with their business. This will increase the likelihood of them meaningfully engaging with you in the application process. Ensure your CV is the best it can be Producing a stand-out CV could be a whole article on its own! But we do have some straightforward tips for you to get started: Always use job descriptions to tailor your CV for the role you are applying for. Use the job description to cover off relevant experience, key achievements and highlight your essential skills.Job applications are not a numbers game. To increase the chances of hiring managers engaging with you, focus on producing a high quality application as opposed to a high volume application.Make sure your CV is easily readable. Time is precious to hiring managers, meaning most CV’s are reviewed promptly, so make sure it is formatted appropriately and you have checked the document thoroughly for any mistakes.You should clearly bullet point main details and key achievements. This means that essential factors are not missed.  Credibility- it’s a powerful thing! CVs, applications and interviews are an opportunity where you can demonstrate the skills you have. Anybody can say they are an expert in something, but how many people go far enough to prove it?  Use statistics, previous performance reviews, LinkedIn recommendations and GitHub to evidence and embed your credibility. This will increase the likelihood of them engaging with your job application." Ensure you're prepared for the interviewAgain, this is something I could spend some time going in to detail explaining. However, a few key points would be:What’s their innovation?Who are their competitors? When were they founded?Who is conducting the interview? What is their background? You may be asked directly what research have you conducted. So, if you can demonstrate knowledge on their market, you will be showing initiative and where you can add value. Close the interview like a Pro Every interview ends with your chance to ask questions. People always remember a good closing question! This gives you the opportunity to gather all the information you need to make a decision on whether you are interested in the role. Ask what you need to, but take this as an opportunity to build rapport. If they haven’t covered it already, ask them: How long have they worked for the business?How have they found it, compared to their previous employer? Rapport is a key tool in your arsenal, we all want to work with people we find pleasant. I would also prepare other questions including: challenges they face in the role currently, what are the key factors they are looking for from this person?  Follow up In the wise words from my mum: "manners cost nothing". Following an interview, an email thanking the hiring manager for their time, the positives you have taken away and why you think you’re a good fit for the role is a nice touch that will make them remember you. It is key to remember you are representing your own brand. You should make an effort to leave a positive impression; one impression can be a hundred impressions. The FinTech community is small and people talk. I have plenty more tips and tricks up my sleeve, so feel free to contact me for advice on how to secure your next FinTech role and keep an eye on our website, we have new vacancies coming in daily!

Teaser

In 2021, 68% of businesses are prioritising recruiting candidates directly to their companies.

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Lewis Toms

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Lewis Toms

Lewis Toms

by

Lewis Toms