This Hire Enabled the Client to Accelerate Their Platform Rebuild
We helped a fintech company refocus the search, recover an overlooked hire, and place a top-level architect – in 7 weeks.
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7 weeks from kickoff to offer -
5 qualified candidates presented -
1 hire made after strategic repositioning -
+1 rescued candidate previously overlooked by another agency -
ClickHouse expertise prioritized and reassessed
Consulting Services
Client
A leading European fintech company serving clients in over 200 countries. With over a decade in the market, they offer solutions like rapid international transfers, mobile banking, contactless payment cards, tailored business accounts, and more. Their products serve both individual and business customers, and their data systems play a critical role in ongoing innovation.
Challenge
The client first came to us for help hiring a System Analyst. But during the initial research and discussion phase, it became clear they actually needed someone with a broader, more strategic scope—a C-level Data Architect. This repositioning raised the bar significantly.
What made it challenging:
- The strategic weight of the position requires both architectural vision and hands- on technical execution
- Required expertise in niche technologies, particularly ClickHouse
- Limited available talent pool in the European market
We were now sourcing a high-level specialist in a niche market who had to meet strict technical requirements and also align with the client’s long-term goals and leadership team.
Solution
Our initial approach was structured to deliver fast, high-quality results in a competitive hiring landscape — especially for technical and executive roles in the fintech sector.
We designed a streamlined process:
- Client Discovery & Role Definition: Clarify the true scope of the position, align on skills, experience, and business impact — even for evolving roles like System Analyst or Data Architect.
- Market Research & Candidate Mapping: Conduct in-depth analysis of the talent landscape, including niche skill sets like ClickHouse and leadership capabilities.
- Outreach Strategy: Use personalized outreach campaigns across platforms (LinkedIn, GitHub, private databases) to engage both active and passive candidates.
- Candidate Screening & Evaluation: Assess for technical fit, communication skills, and strategic thinking. Collaborate with the client to align on test tasks and evaluation methods.
- Submission & Interview Coordination: Submit a shortlist of vetted candidates (3–5), facilitate technical assessments, and streamline the interview process to reduce time-to-decision.
- Offer Management & Advisory: Support both sides in negotiating terms, setting expectations, and preparing for onboarding.
Timeline estimate: 4–5 weeks
Workflow
Step 1: Initial Search and Test Task Roadblock
We created a database of potential candidates and submitted 4 over the first 3 weeks. However, none passed the technical task, as it quickly became clear the scope was much broader. This led us to refine our search criteria, and we aligned with the client to focus on targeting a C-level Data Architect instead.
Step 2: Adjusted Search Strategy and Promising Lead
We narrowed our focus to a more precise profile and, within 10 days, found a highly suitable candidate. However, he disclosed that he had previously been approached about this role by another agency.
Step 3: A Perfectly Timed Discovery — or So It Seemed
We asked who had contacted him and cross-referenced with our client. It turned out that the candidate was never submitted by the other agency. They had assessed him internally but chose not to move forward.
Step 4: Building Trust and Completing the Test Task
We spoke directly with the candidate, clarified the situation, and reintroduced the opportunity. He agreed to take the client’s test task, which he completed successfully, scoring above 80% according to the client’s grading rubric.
Step 5: Overcoming Dropout Risk
Just before scheduling the interview, the candidate said he would not proceed, citing feedback from the first agency that his ClickHouse experience was insufficient. We provided evidence that the client had reviewed his test results and still wanted to interview him. He agreed to continue.
Step 6: Interview, Evaluation & Offer
He completed two interview rounds. While not perfect in ClickHouse, his broader architectural expertise and communication skills impressed the client. He received and accepted an offer.
The Context Behind the Other Agency
We later learned that the competing agency, which specialized in Data roles, aimed to present a flawless candidate. However, their strict expectations caused them to overlook market realities. Our flexible and insight-driven approach achieved a successful outcome.
The Results
- Successful C-level Data Architect
- 7 weeks to hire, from restart to offer acceptance
- 5 candidates submitted in total, 4 initially and 1 final successful placement
- 1 test task successfully completed after an initial 0/4 pass rate
- 80%+ test score by the hired candidate
- Re-engaged and closed a candidate rejected by a competing agency
- Maintained the client’s standards without unrealistic perfectionism
Key outcomes
- The market doesn’t always offer “perfect” candidates, especially at the C-level, but the right fit can still be found
- A strong candidate with the right mindset and adaptability can outperform those with seemingly perfect profiles
- Test tasks, direct communication, and persistence often reveal a candidate’s true potential
By re-engaging candidates and advocating on behalf of both sides, we were able to successfully fill a complex role that others had difficulty with.