Inside Fintech Hiring: A Day with an Evotym Recruitment Partner

At Evotym, we help companies across fintech, payments and crypto find the professionals they need to grow their teams. Today, we want to show you what actually happens when a new role comes to us.

From the outside, the process might look fairly simple: a vacancy goes live, candidates apply, and the most relevant ones move forward. In reality, there is much more happening behind the scenes.

So we asked Yuliya Yauseyevich, Recruitment & People Partner at Evotym, to take us through a typical day of a recruiter and explain what happens at different stages of a search.

As Yuliya said from the start, there is no single typical day:

It really depends on where you are in the search. A day when you receive a new role looks completely different from a day when the search is already running.

So, let’s look at what actually happens at each stage of the process.

Understanding the role and the client

A new search starts long before the first candidate receives a message.

When a Recruitment Partner gets a new role, one of the first things they do is take the time to understand it properly.

This involves researching the client, their product, business model, market and competitors, as well as understanding the company culture and the kind of person who is likely to fit into it. Then comes the role itself:  why is the company hiring this person, what problem should they solve, and what experience will actually matter?

This is very important in fintech.

One week you might be looking for someone in acquiring, the next role could be for a compliance specialist working under a particular regulatory framework, a Risk Manager or a commercial leader for a completely different market.

The recruiter needs to understand each area well enough to speak confidently with candidates who have spent years working in it.

At Evotym, Recruitment Partners are also preparing screening questions specifically for the position. There is no universal list that works for every interview, because every client and every role has different priorities.

Mapping the market and sourcing candidates

With the profile clear, sourcing begins.

The recruiter starts with market mapping to understand where relevant talent is likely to be and which parts of the market are worth exploring first. As the search develops, this map expands and helps guide the sourcing strategy.

Then there is our own candidate base. Evotym has built a network of more than 47,000 professionals, so before starting from zero, we check whether someone relevant has already been in contact with us.

After that comes LinkedIn, Boolean search, different combinations of keywords and plenty of research. Networks, referrals and direct outreach are also important parts of a strong fintech hiring pipeline, especially when the right people are not actively applying for jobs.

A sourcer also joins every search, working in parallel to expand the candidate pool and explore additional parts of the market.

This means more than one person is usually working on the same role at the same time, which keeps both speed and quality high.

Publishing the vacancy

Active sourcing is only one way candidates enter the process.

The recruiter also prepares the vacancy for publication at Evotym Careers so that people actively looking for a new role can find it and apply directly.

This creates 2 streams at once: candidates we identify ourselves and candidates who come to us.

And while a new role is getting started, other roles are normally already in progress. So part of the day also goes into reviewing applications in detail, looking closely at the candidate’s CV, making a deep LinkedIn profile review, before deciding whether to move them forward.

There is also outreach to follow up on, interviews to arrange and existing processes to keep moving.

This is one of the biggest differences between agency and in-house recruitment – in an agency one person may be working with several clients, roles and candidate pools at the same time, so being able to switch between them quickly matters.

Speaking with candidates

After finding promising candidates, it is time to talk to them.

Recruiters usually have several candidate interviews throughout the day, and each conversation has a clear purpose. For every role, we prepare a tailored interview kit with questions based on the client’s specific needs and what matters most for that particular position.

This helps us understand what the candidate actually did in previous roles, how relevant that experience is to the company and what they want from their next move.

We also look at the things that may be less obvious from a CV:

• What was the scope of their responsibility?
• What markets did they work with?
• What decisions did they make?
• What kind of company did they work for, and how relevant was that business to the client’s business?
• Why are they considering moving to another company?
• What are they looking for now?

The questions change depending on the role.

Preparing feedback

After the interview, the recruiter prepares detailed feedback for the client.

That feedback includes the candidate's relevant experience and strengths. It also flags any gaps or concerns that could matter later.

Yuliya describes it this way:

When I write feedback, I focus on the candidate’s experience in the areas that matter most for the client and the role. I also include any gaps or concerns, so the client gets a clear and complete picture.

For us, clear communication is essential on both sides of the process.

The client should get enough context to see why a candidate could be a strong fit and where there may be questions to explore further. We do not simply send a CV and leave them to figure it out.

The same applies to candidates. If someone does not move forward, we do not want them to be left wondering what happened. We always come back with a clear and honest update and, whenever possible, explain the feedback behind the decision.

This way, the client gets the context they need to make a decision, and the candidate knows where they stand throughout the process.

Managing the next interview stages

Sending a candidate to the client is only the midpoint of the process. From there, we continue coordinating communication between both sides.

We collect client feedback, organise the next stages, keep candidates updated and make sure everyone understands what happens next.

Each week, we also prepare a report for the client with an update on the search: what has been done, what results we have seen so far and where the process currently stands.

Depending on the role and the client's preference, our Recruitment Partners can also join client interviews.

This gives us a chance to support the candidate, see how the conversation went and help both sides align on feedback and next steps.

Recruitment processes can go cold very quickly when communication slows down, especially when strong candidates are speaking with several companies at the same time. Keeping the process moving is therefore just as important as finding the candidate in the first place.

Reaching the offer stage

Sometimes, a Recruitment Partner's day also includes the best part of the process: an offer.

After the role is closed, we prepare a final report for the client with the results of the search and make sure all information and documentation are up to date.

If needed, we can also support the client with the offer stage itself and send the offer to the candidate on their behalf.

Weeks of research, sourcing, interviews, feedback and communication have brought the search to the right result.

And while one role closes, another one is probably just beginning. Tomorrow might mean learning a completely different fintech product, market or position from scratch.

It is probably one of the best ways to describe the job of an Evotym Recruitment Partner: constantly learning, searching, talking to people and keeping several moving parts connected.

Yuliya says recruitment has taught her one lesson in particular:

You have to do everything you can to make something happen. But there are also situations you can't control. Once you've done everything that was in your power, you have to know when to let it go.

And then, of course, open the next role.

Looking for fintech talent?

This is what a search with Evotym actually looks like. If you're building a fintech team in the EU, the UK or Switzerland, contact us today. Our dedicated Recruitment Partners will handle the search from the first conversation to the final offer.

And if you're a fintech professional looking for your next opportunity, you can explore our current openings at Evotym Careers.