FinTech – Workforce Solutions
Client:
Global 30+ billion-dollar FinTech company
Project Initiative:
Large consolidation project migrating banking clients into forward strategic platforms. This involved collapsing multiple debit & credit card platforms into a single platform.
Kavaliro’s Part:
To successfully push this commitment through realization, a mass hiring of individuals holding strong industry knowledge, solid communication, and data-centric aptitudes would be key. Kavaliro was able to take on full commitment alleviating stressors of hiring managers’ booked calendars and time that would be spent on interview processes, onboarding initiatives, and talent retention, allowing the focus to be directed on other moving pieces within the project. Once hiring would be established, Kavaliro committed to ensuring all team members sitting at fully remote capacities would hold the efficiency and the productivity needed to successfully drive this project through fruition.
Why Kavaliro:
With a proven track record of successfully providing well-vetted and qualified talent to our client over the years, our partnership and communication earned us the opportunity. Initially, Kavaliro was given a small portion of positions to deliver on as a “test the waters” approach and after the initial wave of 10 headcount impressed; 30 more seats were given to be filled.
Challenges Overcome:
Large initiatives always come with obstacles; it is about attempting to anticipate ahead of time.
- Onboarding delays: Project kicked off during time with Covid restrictions still in place. Our team continued to pivot and expanded our background network to help keep the process moving forward. Once we gained insight on a potential court system with delays, we made sure our client and individual within the process had a grasp on the worst-case scenario turnaround time.
- Training class numbers: Decided along with the client it would make sense to start in classes of 8-10, this would allow trainers to utilize their time effectively. With onboarding delays and at times unfortunate back-outs/incomplete backgrounds it was important for us to plan ahead of time. It was our goal to push higher numbers of talent through the process to guarantee classes would be full.
- Equipment delays: Worked with the client in advance to make sure technologies would be delivered prior to start. Once again during this time inventory was hard to procure, we worked together on a backup plan to keep start dates in place.
- Turnover: In a mass hiring unfortunately not everyone is going to go to work and stay working. Thorough communication and relationships kept a very limited pool of turnover, we went through the process with 48 candidates initially and 37 went to work (this stat includes individuals who pulled out of the onboarding process, failure to pass background, and a very small pool of team members that didn’t pan out after starting).
What Made The Difference?
Understanding the needs and the ability to utilize a talented delivery team to thoroughly vet, inform, and gain/maintain relationships with candidates through the full life cycle of the commitment. Key factors include:
- Communication: The importance of overly communicating processes to both client and talent through hiring, onboarding, and while on project.
- Relationship: Commitment to fostering trust with client & individual team members to allow comfort and advocacy on both sides of the commitment.
- Opportunity: Understanding the client and the initiative had the ability to create opportunities for the client and talent.
Take Away:
At the end of the day, this project initiative that was only guaranteed 6 months has just now, after 12 months, wound down. Not only has the client been able to make a large imprint within the migration project, but it has also afforded individuals opportunities to become permanent employees at a global fintech company to continue to push efforts on other initiatives that will only continue the growth in the organization itself.