In the finance industry, having the right talent can mean the difference between success and failure. But filling a specific role or building a high-performing finance team is easier said than done. You need specialized finance recruitment agencies that can save you time and effort.
However, with so many options available, it can be difficult to know where to start your search. To make things easier for you, we’ll introduce you to the 17 best finance recruitment agencies that can help you find top-tier talent, saving you time, energy, and potentially, a fortune.
TL;DR: Top 5 Finance Recruitment Agency Picks
Here’s a quick overview of the top 5 finance recruitment agencies you should consider:
| Agency | Specialization | Key Services | Fee Structure | Reputation |
| Genius | Finance Executive Assistants | On-the-ground sourcing, strict vetting | One-time 25% fee | ★★★★★ Stringent vetting and personalized service |
| Robert Half | Broad finance roles | Temporary, permanent, and executive roles | Standard industry rates | ★★★★☆ Long-standing reputation, high client satisfaction |
| Hays Finance | Finance | Recruitment, talent management, consulting, temporary staffing | Contingency fees, percentage-based | ★★★★☆Well-regarded for expertise in finance |
| Korn Ferry | Executive finance roles | Leadership consulting, executive search | Premium fees for executive roles | ★★★★☆ Comprehensive approach and quality placements |
| Robert Walters | Accounting & Finance, Tax | Permanent, contract, and interim roles | Standard industry rates | ★★★★☆ Established global presence, positive reviews |
17 Most Trusted Finance Recruitment Agencies: In Detail
Here’s a detailed overview of 17 of the most trusted finance recruitment agencies:
1. Genius
Genius specializes in providing top-notch financial analysts, covering areas like financial planning, analysis, and investment banking support. To cater to US business owners, we source highly-vetted candidates from the Philippines and Latin America. Our on-the-ground sourcing and strict vetting process ensures only the best candidates are matched with you.
When you choose Genius, you’re getting more than just expert financial analysts. You’ll save up to 80% in costs compared to hiring locally. Plus, we offer a 6-month talent guarantee. If things don’t work out with your chosen candidate within the first 3 months, we’ll replace them at no extra cost. It’s our way of ensuring you find the right fit.
To make the process even easier, we provide free interviews with the resources you’re interested in. You can meet and assess them before making any decisions, no strings attached.
Services Offered
- On-the-ground finance candidate sourcing
- Rigorous vetting process
- Pre-shortlisted candidates
- Free initial interviews
Recruitment Process
- Initial Contact: The client reaches out to Genius and fills out a contact form
- Requirement Analysis: Analyze the client’s needs and job specifications
- Candidate Sourcing: Source candidates from the Philippines and Latin America
- Vetting Process: Conduct strict multi-stage vetting
- Shortlisting: Present pre-shortlisted candidates to the client
- Interviews: Facilitate free initial interviews
- Hiring Decision: The client selects the best candidate
- Finalization: Pay the one-time 25% fee upon hiring
Cost: One-time 25% fee based on the hired candidate’s first year salary
2. Robert Half
Founded in 1948, Robert Half connects you with exceptional finance and accounting professionals. Their expertise ensures that you find the right talent to drive your financial operations forward. They are committed to diversity, equity, and inclusion, which has earned them a spot on Forbes’ Best Employers for Diversity list.
Services Offered
- Preview recruiter-assessed and AI-matched candidates instantly
- Executive search
- Consulting services
- Market insights
Recruitment Process
- Initial Contact: Reach out to Robert Half through their website, phone, or a local office visit
- Requirement Analysis: A dedicated recruiter conducts a thorough analysis of the business’s requirements
- Candidate Sourcing: Sources candidates from databases, professional networks, job boards, and industry events in the United States, Canada, the United Kingdom, Australia, and across Europe
- Vetting Process: Conducts a rigorous vetting process – background checks, reference checks, and skill assessments
- Shortlisting: Lists the most qualified candidates and presents them to the business for review
- Interviews: Coordinates free interviews between the shortlisted candidates and the business
- Hiring Decision: The business makes the final hiring decision and Robert Half provides support and advice throughout this stage
- Finalization: Robert Half assists with offer negotiation, onboarding, and post-placement follow-ups
Cost: Custom plans.
3. Hays Finance
With over 50 years of experience, Hays Finance specializes in finance recruitment and workforce solutions. They understand that in today’s competitive financial landscape, securing the right talent drives your business forward. They have a team of 10,000+ people across 50 countries, which makes them a market leader in finance recruitment.
Hays Finance is dedicated to helping employers like you find the best candidates who meet your technical requirements and align with your company’s culture and long-term goals.
Services Offered
- Assessment & development services
- Executive search & selection
- Strategic workforce planning
- End-to-end recruitment support
Recruitment Process
- Initial Contact: The client requests a callback through a form
- Requirement Analysis: Discusses the recruitment strategy, timeline, and fee structure
- Candidate Sourcing: Searches database of finance professionals from the UK, the US, Australia, Germany, Canada, Ireland, Netherlands, Singapore, Hong Kong, France, China, Japan, UAE, and Switzerland
- Vetting Process: Conducts initial screenings to assess candidates’ qualifications, experience, and suitability for the role
- Shortlisting: Shortlists the most promising candidates for further evaluation and presents them to the client
- Interviews: Coordinates and schedules interviews between the client and the candidates
- Hiring Decision: Client makes the final hiring decision and Hays assists the client in preparing a competitive job offer
- Finalization: Client pays the recruitment fee and Hays explains the offer to the selected candidate
Cost: Custom plans.
4. Korn Ferry
Founded in 1969, Korn Ferry specializes in finance recruitment services with a global reach. It sources candidates from countries like the United States, Canada, the United Kingdom, Australia, and various locations across Europe and Asia. They work with 96% of Fortune’s top 50 world’s most admired companies.
They provide a comprehensive talent assessment process and uses advanced analytics and industry expertise to find the best match for your finance roles. The company also offers leadership development and succession planning services to help you prepare for future leadership needs.
Services Offered
- Market insights
- Talent acquisition
- Leadership & professional development
- Training & certification
Recruitment Process
- Initial Contact: Korn Ferry initiates contact for a preliminary discussion to understand the client’s needs and establish a relationship
- Requirement Analysis: Korn Ferry conducts in-depth discussions to understand the job role, responsibilities, qualifications, and the ideal candidate profile
- Candidate Sourcing: Source candidates through direct searches, online job boards, professional networks, and social media to identify suitable candidates
- Vetting Process: Assesses candidates’ qualifications, experience, and compatibility with the client’s requirements
- Shortlisting: Present a curated list of candidates to the client, along with detailed profiles and assessments
- Interviews: Coordinates and schedules interviews between the client and the shortlisted candidates
- Hiring Decision: Supports the client in making the final hiring decision and offers insights and recommendations based on their assessments and interview feedback.
- Finalization: Korn Ferry assists with the finalization process and sends out offer letters, facilitating the onboarding process
Cost: Custom plans.
5. Robert Walters
Robert Walters offers specialized finance recruitment services in 31 countries. They match candidates using their in-depth industry knowledge and a dedicated team of finance recruitment experts. The company also provides market insights and salary surveys to help you make informed hiring decisions.
Robert Walters has been in the business for almost 4 decades and has a team of 3,600 experts. They source candidates from the UK, Australia, Japan, Hong Kong, Singapore, and the United States, ensuring a diverse and high-quality talent pool.
Services Offered
- Talent advisory
- Recruitment outsourcing
- Market insights
- Payroll solutions
Recruitment Process
- Initial Contact: When you first reach out to Robert Walters, a dedicated consultant will be assigned to understand your needs
- Requirement Analysis: Consultants will conduct a thorough requirement analysis and work closely with you
- Candidate Sourcing: Uses their network and advanced sourcing techniques to find potential candidates
- Vetting Process: Candidates are meticulously vetted through a multi-step screening process
- Shortlisting: Detailed profiles and assessments of these candidates are provided to you for review
- Interviews: Coordinates the interview process and assists in preparing interview questions and formats
- Hiring Decision: The consultant will gather feedback from both you and the candidates for a well-informed hiring decision
- Finalization: Robert Walters assists in finalizing the offer, negotiating terms if necessary, and ensuring a smooth onboarding process
Cost: Custom plans.
6. Morgan McKinley
Founded in 1988, Morgan McKinley offers exclusive finance recruitment services with custom talent solutions to meet your specific needs. They give detailed market intelligence and salary guides to help you stay competitive and make informed hiring decisions.
With a pool of 1.5 million candidates, they source candidates from the UK, Ireland, Hong Kong, Singapore, Japan, Australia, and Canada. Their team of 6,000+ experts has a deep industry expertise that provides clients with insightful advice and top finance talent perfectly suited to their specific business needs.
Services Offered
- Contract recruitment
- Permanent recruitment
- Executive search
- Talent solutions
Recruitment Process
- Initial Contact: After filling out this form, Morgan McKinley provides a complimentary initial consultation
- Requirement Analysis: Conducts a detailed requirement analysis
- Candidate Sourcing: Sources potential candidates through direct searches, online job boards, professional networks, and social media
- Vetting Process: Rigorously assesses candidates’ qualifications, experience, and compatibility with the client’s requirements
- Shortlisting: Shortlists the most qualified candidates and presents them to the client with detailed profiles and assessments
- Interviews: Coordinates and schedules interviews between the client and the shortlisted candidates
- Hiring Decision: Supports the client in making the final hiring decision by offering insights and recommendations
- Finalization: Once the client has a hiring decision, Morgan McKinley assists with the finalization process
Cost: Custom plans.
7. Goodman Masson
Goodman Masson uses cutting-edge technology and AI-driven tools to identify the best talent quickly and efficiently. They provide comprehensive market insights and salary benchmarking to help clients stay competitive in their hiring strategies.
Good Mason sources talent from the UK, USA, Canada, Australia, and Germany. They maintain a large and well-vetted database of professionals across various industries to offer you top-quality talents.
Services Offered
- Online job board advertising
- Online CV database searching
- World-leading recruitment software
- Talent mapping
Recruitment Process
- Initial Contact: When clients send an inquiry to their contact form, Goodman Masson initiates a complimentary initial consultation
- Requirement Analysis: Engages in detailed discussions with the client to get the ideal candidate profile
- Candidate Sourcing: Sources potential candidates from the UK, USA, Canada, Australia, and Germany
- Vetting Process: Goodman Masson rigorously assesses candidates
- Shortlisting: Shortlists the most qualified candidates and presents them to the client
- Interviews: Facilitates initial interviews and assists in preparing interview questions
- Hiring Decision: The client picks the best candidate
- Finalization: The client pays the fee upon hiring and Goodman Masson assists with the finalization process
Cost: Custom plans.
8. Baker Charles
Baker Charles has been in the business since 2015 and is known for its industry-specific expertise, particularly in finance and accounting. They provide tailored solutions and consistently match the right candidates with you.
The company uses cutting-edge technology and an extensive network to source top-tier talent from the United Kingdom, the United States, Canada, Australia, and across Europe. Their commitment to transparency, ongoing support, and a thorough vetting process ensures long-term success for you.
Services Offered
- Permanent hiring
- Interim hiring
- Interim management
- Executive recruitment
Recruitment Process
- Initial Contact: The client will reach out to Baker Charles via their website form
- Requirement Analysis: Detailed discussions with the client for any particular qualifications and required experience
- Candidate Sourcing: Sources candidates using a combination of advanced recruitment technology and their extensive network
- Vetting Process: Conducts a multi-stage vetting process (initial screening, preliminary interviews, background checks, skills assessment)
- Shortlisting: Creates a shortlist of the most suitable candidates and provides the client with detailed profiles
- Interviews: Arranges and coordinates interviews free of charge
- Hiring Decision: The client will conduct final interviews with the shortlisted candidates and decide on the best fit for their organization
- Finalization: The client selects a candidate and pays the recruitment fee upon the successful hiring of the candidate
Cost: Custom plans.
9. Randstad
Randstad specializes in AI-driven talent matching and predictive analytics for precise and efficient hiring processes. Started in 1960, they source top-tier talent from the United States, Canada, the United Kingdom, Germany, the Netherlands, and Australia. Their global reach and local market expertise offer tailored recruitment solutions that meet your specific needs.
Randstad’s commitment to diversity and inclusion, coupled with its extensive candidate network, ensures access to a broad pool of highly qualified candidates.
Services Offered
- Temporary staffing
- Permanent staffing
- Randstad app
- Workplace insights
Recruitment Process
- Initial Contact: The client will search for candidates through this link
- Requirement Analysis: Reviews the suggested matches and finds the right candidate for the open role
- Candidate Sourcing: Submits employee request with a few simple clicks, and Randstad starts the hiring process
- Vetting Process: Conducts initial screening, preliminary interviews, background checks, skills assessment
- Interviews: Arranges and coordinates interviews between the client and the shortlisted candidates free of charge
- Hiring Decision: The client will conduct final interviews with the shortlisted candidates and decide on the best fit for their organization
- Finalization: The client selects a candidate and makes a hiring decision
Cost: Custom plans.
10. Accountancy Action
Accountancy Action personalizes recruitment service beyond standard recruitment with consultants who have deep industry knowledge and firsthand experience in finance and accounting roles. With a 95% client satisfaction rate, they have made 10,000 successful placements to date.
Accountancy Action provides strategic insights and advice to find the perfect match for you. They source exceptional talent from the United Kingdom, Ireland, Canada, Australia, and South Africa. Their rigorous vetting process through technical assessments and cultural fit evaluations ensures only the best candidates are presented to you.
Services Offered
- Finance recruitment consultancy
- Promotional marketing
- Employer resources
Recruitment Process
- Initial Contact: Client registers their vacancy in this form
- Requirement Analysis: Discusses with the client their specific needs, company culture, and any qualifications or experience required
- Candidate Sourcing: Sources candidates from financial hubs – United Kingdom, Ireland, Canada, Australia, and South Africa
- Vetting Process: Multi-stage vetting process (Resume review, initial interviews, background checks, assessments)
- Shortlisting: Presents pre-shortlisted candidates with resumes, interview notes, and assessment results
- Interviews: Facilitates free interviews with the shortlisted candidates
- Hiring Decision: The client chooses the best candidate
- Finalization: The client pays the recruitment fee upon the successful hiring of the candidate
Cost:
- No More Tiers Plan: 20% of the candidate’s first-year salary.
- The Relationship Builder Plans: 18% of the candidate’s first-year salary.
- Sharing The Risk Plan: 1%-25% of the candidate’s first-year salary.
11. CMC Consulting
For over 25 years, CMC Consulting has been using a consultative approach, deep industry knowledge, and personalized service to find an optimal match for you. They employ advanced recruitment technology and a strong network to identify and attract the best candidates.
Their rigorous vetting process, commitment to transparency, and continuous support throughout the hiring process make CMC Consulting a trusted partner for many leading organizations looking for top financial talent.
Services Offered
- Executive search
- Professional recruitment
- Interim & Contract
Recruitment Process
- Initial Contact: The client contacts them for initial inquiries
- Requirement Analysis: In-depth discussions with the client
- Candidate Sourcing: Sources candidates from the United Kingdom, Ireland, the United States, Canada, and Australia
- Vetting Process: Multi-stage vetting process
- Shortlisting: Provides the client with detailed profiles, highlighting the strengths and fit of each candidate
- Interviews: Arranges and coordinates free interviews
- Hiring Decision: The client conducts final interviews with the shortlisted candidates
- Finalization: Assists in negotiating the offer and the client pays the recruitment fee upon hiring
Cost: Custom plans.
12. Radley Green
Radley Green provides strategic insights and advice for your workforce planning. Their experienced consultants possess deep industry knowledge and an understanding of market trends. They conduct technical assessments and cultural fit evaluations to guarantee that only the most qualified candidates are presented.
Services Offered
- HR management
- Talent management
- Resource management
- Specialist recruitment
Recruitment Process
- Initial Contact: The client reaches out to Radley Green
- Requirement Analysis: Discusses client needs, company culture, and qualifications or experiences required
- Candidate Sourcing: Sources candidates in the United Kingdom, Ireland, the United States, Canada, and Australia using advanced recruitment technology, their extensive network, and targeted advertising
- Vetting Process: Reviews resumes and applications, conducts interviews to assess the candidates, performs background checks, evaluates candidate’s technical skills and competencies through tests
- Shortlisting: Presents pre-shortlisted candidates to the client with detailed profiles
- Interviews: Facilitates interviews free of charge
- Hiring Decision: The client conducts final interviews with the shortlisted candidates and decides on the best candidate
- Finalization: The client pays the fee upon hiring and Radley Green provides onboarding support
Cost: Custom plans.
13. Spencer Ogden
Founded in 2010, Spencer Ogden provides specialized finance recruitment services in the energy, engineering, and infrastructure sectors. They offer permanent, contract staffing, and executive search. They have 13 offices worldwide, enabling them to source expert finance talent globally and cater to multinational clients.
They customize recruitment strategies to meet the unique financial staffing needs of clients in specialized industries.
Services Offered
- Contract solutions
- Permanent services
- Employer branding
Recruitment Process
- Initial Contact: The client searches for an office near them and contacts them
- Requirement Analysis: Spencer Ogden conducts a thorough analysis of the job requirements
- Candidate Sourcing: Uses its extensive database to identify potential candidates
- Vetting Process: Reviews resumes and applications
- Shortlisting: Shortlists candidates who meet the job criteria and presents them to the client
- Interviews: Arranges detailed interviews to evaluate candidates
- Hiring Decision: The client conducts final interviews and decides on the best candidate
- Finalization: Pays the fee upon hiring and Spencer Ogden facilitates negotiations on salary, benefits, and other terms of employment
Cost: Custom plans.
14. Austin Andrew
Austin Andrew is known for its in-depth understanding of market trends and building long-term relationships with both clients and candidates. It was founded in 2006 and sources talents from the United Kingdom, Ireland, Germany, the United States, and Singapore.
Their commitment to transparency and their “no placement, no fee” model, combined with their continuous support throughout the hiring process, make them a reliable partner for businesses in the finance industry.
Services Offered
- Diversity & inclusion in recruitment
- Consulting/advice services
- Talent management activities
Recruitment Process
- Initial Contact: The client fills out a contact form
- Requirement Analysis: Austin Andrew analyzes the client’s specific needs for the role
- Candidate Sourcing: Sources candidates in the United Kingdom, Ireland, Germany, the United States, and Singapore
- Vetting Process: Conducts the multi-stage vetting process
- Shortlisting: Presents shortlisted candidates to the client
- Interviews: Coordinates free interviews
- Hiring Decision: Arranges final interviews with the shortlisted candidates and the client decides on the best candidate
- Finalization: The client pays the fee upon the successful hiring of the candidate
Cost: Custom plans.
15. RG Duncan
Started in 2004, RG Duncan offers a highly personalized and consultative service tailored to each client’s unique needs. They conduct a rigorous vetting process with comprehensive technical assessments and cultural fit evaluations, ensuring only the most qualified candidates are presented.
Services Offered
- Executive search
- Permanent & interim recruitment
- Accountancy recruitment specialists
Recruitment Process
- Initial Contact: The client fills out a contact form
- Requirement Analysis: Conducts a thorough consultation to understand the client’s needs
- Candidate Sourcing: Sources candidates from the United Kingdom, Ireland, South Africa, and Australia
- Vetting Process: Reference checks from 2 previous employers, personal reference check, basic disclosure criminal record check, credit check (subject to candidate’s agreement), Psychometric test (if required)
- Shortlisting: Creates a shortlist of the most suitable candidates and presents them to the client
- Interviews: Arranges free interviews
- Hiring Decision: The client decides on the best candidate
- Finalization: Pays the agreed fee upon hiring
Cost: Custom plans.
16. Trace
Trace is a recruitment agency that was founded in 2010 and is based in the United Kingdom. They specialize in placing professionals in finance and accounting roles, using their unique competency framework & online profiling tool PFIT. The company offers permanent, temporary, and interim staffing solutions tailored to meet the specific needs of businesses.
Services Offered
- Permanent recruitment
- Interim recruitment
- Executive search
Recruitment Process
- Initial Contact: The client reaches out and fills out a contact form to schedule an initial meeting
- Requirement Analysis: Detailed analysis of the job requirements, qualifications, and desired candidate profile
- Candidate Sourcing: Uses their extensive database of finance and accounting professionals to identify potential candidates
- Vetting Process: Reviews profiles and conducts initial interviews
- Shortlisting: Presents a shortlist of the best candidates to the client
- Interviews: Arranges face-to-face or detailed video interviews
- Hiring Decision: The client selects the best candidate and the company assists the client in extending a job offer
- Finalization: Pays the recruitment fee upon hiring
Cost: Custom plans.
17. Absolute Accountancy Recruitment
Absolute Accountancy Recruitment is a specialist recruitment agency based in London that focuses on placing professionals in accounting and finance roles. The agency employs experienced recruitment consultants who have a strong background in finance and accounting. This ensures they can effectively match you with the right candidates for the appropriate roles.
Services Offered
- Single hire, search, and team building
- Embedded talent
- Contract & interim
- Executive search
Recruitment Process
- Initial Contact: The client fills out a contact form
- Requirement Analysis: Absolute Accountancy Recruitment understands the specific needs and culture of the client’s organization
- Candidate Sourcing: Uses their extensive network and industry knowledge to source high-quality candidates
- Vetting Process: Candidates are thoroughly screened and vetted to ensure they meet the job requirements and fit well with the client’s organization
- Shortlisting: Shortlists the best candidates and presents the list to the client
- Interviews: Coordinates the interview process between the client and the shortlisted candidates
- Hiring Decision: The client picks the best candidate and the agency helps with extending offers and negotiating terms of employment offer
- Finalization: Pays the recruitment fee upon hiring and provides support during the onboarding process
Cost: Custom plans.
What To Look For In A Finance Recruitment Agency
When choosing a finance recruitment agency, keep these key factors in mind to get it right the first time:
I. Industry Expertise
An agency with deep financial industry expertise understands the specific skills and qualifications required for finance roles. They can better identify top talent that matches your company’s needs and culture. This ensures that candidates have the necessary technical skills and fit well within the financial sector’s unique demands.
Here are 3 ways to know if a finance recruitment agency has industry expertise:
- Make sure the agency has recruiters who have a background in finance or extensive experience recruiting for financial positions. This helps them understand the specific skills and qualifications needed.
- During initial consultations, discuss industry trends, regulatory changes, and the specific needs of your finance roles to gauge the agency’s knowledge of the industry. An agency with expertise should give insights and suggest solutions based on current industry knowledge.
- Check if the agency is affiliated with finance-related professional organizations or networks (CFA Institute, American Institute of CPAs).
II. Track Record & Reputation
An agency’s proven track record and reputation show that it has experience in understanding client needs, identifying qualified candidates, and filling finance roles effectively.
Here are 3 ways to check if an agency has a solid track record:
- Ask the agency for testimonials or case studies from previous clients in the finance industry. These documents highlight successful placements and demonstrate how the agency has met or exceeded client expectations in filling finance roles.
- Request a list or portfolio of the finance roles the agency has successfully filled, including the types of positions and the companies. Look for a variety of roles, from entry-level to executive, to make sure they have experience across different levels.
- Ask the agency for references from previous clients, especially those who have similar needs to yours. Contact these references to inquire about their experience with the agency, the quality of candidates provided, and the overall satisfaction with the recruitment process.
III. Candidate Quality
Assess the quality of candidates the agency provides because your hiring success directly depends on them. Here are 3 ways to assess the quality of financial professionals:
- Request candidate profiles or resumes that the agency. Evaluate them to see if the candidates have the necessary qualifications, experience, and skills that align with your specific requirements.
- Ask the agency to provide references from previous clients, particularly those who hired similar finance positions. Contact these clients to inquire about the quality of candidates, including their technical skills, cultural fit, and performance in their roles.
- Invite a few candidates for an initial interview. This will give you a firsthand look at their qualifications, communication skills, and overall fit for your organization.
IV. Recruitment Process
Understand the agency’s recruitment process because it directly impacts the quality, speed, and success of your hiring efforts. A well-structured and transparent process ensures that the agency thoroughly understands your needs, sources the right candidates, and conducts comprehensive screening and evaluations.
Here are 3 ways to asses the finance recruitment agency’s recruitment process:
- Ask the agency to provide a step-by-step outline of their recruitment process, including how they source candidates, screening and interviewing stages, and how they match candidates to client needs.
- Discuss how the agency will communicate with you throughout the recruitment process. Do they provide regular updates, detailed candidate reports, and feedback at each stage? Transparent and consistent communication shows a structured process.
- Ask about the specific methods the agency uses to assess candidates. It can be technical tests, behavioral interviews, or reference checks. A thorough and well-structured assessment process means the agency presents only the most qualified candidates.
V. Cost Structure
Consider the agency’s fee structure and ensure it matches your budget. Here are some common pricing models that these agencies use:
- Contingency Fee Model: The agency is paid a fee only if they successfully place a candidate in the role.
- Retained Fee Model: The agency is paid an upfront fee to search candidates. It is usually in installments: an initial fee, a fee upon presenting a shortlist of candidates, and a final fee when the candidate is hired.
- Hourly Fee Model: The agency charges based on the time spent on the recruitment process, billed by the hour.
- Flat Fee Model: The agency charges a fixed fee for the recruitment services, regardless of the candidate’s salary.
- Temp-to-Perm Fee Model: The agency initially places a candidate in a temporary role with the option to hire them permanently. The employer pays a fee if they decide to transition the candidate to a permanent position after a specified period.
- Subscription-Based Model: The agency offers recruitment services on a subscription basis, where you pay a monthly fee for ongoing recruitment support.
VI. Flexibility & Customization
A flexible and customizable recruitment means the agency can customize its services, search strategies, and candidate screening methods to meet your specific demands. This ensures a better fit between candidates and your organization. This also helps the agency respond quickly to changes in your hiring needs or market conditions.
Here are 3 ways to check if an agency offers a flexible recruitment process:
- Ask the agency to provide a customized proposal for your hiring needs. Evaluate how well they adapt their services, search strategies, and pricing models to fit your requirements.
- Inquire how the agency handles unexpected changes in hiring needs like shifts in role requirements, changes in hiring timelines, or market fluctuations. Agencies that can quickly adapt their strategies to accommodate these changes demonstrate flexibility.
- Check out the range of services the agency offers. See if they provide options for different stages of the hiring process, like partial services (just sourcing or screening) or full-cycle recruitment.
VII. Network & Reach
A wide network lets the agency source candidates from a bigger pool, increasing the chances of finding the right match. Here’s how you can verify this:
- Ask the agency about the size and diversity of their candidate database, including how many active and passive candidates they have in the finance industry. A large, up-to-date database means the company has a broad reach and it can source candidates with different backgrounds and experience levels.
- Check if the agency is affiliated with reputable finance industry associations, professional organizations, or networking groups. These partnerships signal that the agency has a strong presence in the finance community.
- Look at their involvement in finance industry events, conferences, and seminars to check the agency’s market presence. Agencies that participate in or sponsor these events have a bigger network and can connect you with top talent in various finance sectors.
VIII. Technology & Tools
Advanced recruitment technologies help agencies manage large volumes of candidates, streamline the selection process, and ensure that only the most qualified candidates are shortlisted.
Here’s what you should look for:
- Applicant Tracking System (ATS): Helps in organizing candidate information, tracking their progress through the hiring pipeline, and ensuring that no qualified candidate slips through the cracks.
- AI-Powered Candidate Screening: To analyze resumes, match qualifications to job requirements, and even assess soft skills for more accurate and efficient shortlisting of candidates.
- Video Interviewing Platforms: Save time and allow for better evaluation of a candidate’s communication skills, presence, and overall fit before bringing them in for final rounds.
- Data Analytics and Reporting Tools: To track and report key recruitment metrics like time-to-fill, candidate quality, and sourcing effectiveness.
- Candidate Relationship Management (CRM) Software: Helps maintain continuous engagement with high-potential candidates.
IX. Compliance & Ethics
A recruitment agency that follows strict compliance and ethical standards ensures that all hiring practices align with legal requirements. This reduces the risk of legal issues, fines, and reputational damage for your company.
Here are 3 ways to check if a staffing agency is compliant:
- Ask the agency to provide copies of relevant compliance certifications or accreditations, like Equal Employment Opportunity (EEO) compliance or industry-specific certifications.
- Inquire about the agency’s data protection policies – how they handle and safeguard candidate and client information. Make sure they follow relevant regulations like GDPR or CCPA, depending on your location.
- During initial consultations, ask the agency how they ensure compliance with anti-discrimination laws, fair hiring practices, and industry-specific regulations. Evaluate their transparency and commitment to ethical practices like how they handle conflicts of interest or prevent bias in candidate selection.
X. Post-Placement Support
Post-placement support helps ensure long-term success for both the candidate and your organization after the hire. It shows the agency is committed to making sure their placements stick, leading to better retention and stronger employee performance.
Here are post-placement support you can ask your finance staffing agencies:
- Regular Check-Ins: Scheduled follow-up calls or meetings with both the candidate and you to discuss how the candidate is adjusting, their performance, and any concerns.
- Performance Reviews: Assistance in conducting initial performance reviews for the newly placed candidate.
- Ongoing Training and Development: Offering access to additional training or professional development resources tailored to the candidate’s role.
- Conflict Resolution Support: Providing mediation or support in resolving any conflicts or issues that arise between you and the candidate.
- Retention Strategies: Working with you to implement strategies that improve job satisfaction and retention like career progression planning, incentives, or adjustments to the role.
Remote Finance Onboarding Best Practices
Follow these practices to effectively onboard remote finance employees:
A. Structured Onboarding Program
Develop a detailed onboarding plan for the first few months with training schedules, goals, and milestones. Outline clear expectations and provide step-by-step guidance to new hires.
Here’s a table guide plan that you can customize:
| Week | Focus Area | Activities/Training | Goals | Milestones | Expectations |
| Week 1 | Introduction & Setup | Company Overview, HR Orientation, IT Setup | Understand the company mission, values, and tools | Access to all necessary tools and systems | Familiarize with company policies and team |
| Week 2 | Role-Specific Training | Introduction to Role, Financial Tools, Shadowing | Learn core job functions and tools | Begin handling basic tasks | Start basic tasks under supervision |
| Week 3 | Process Understanding | Deep Dive into Processes, Compliance Training | Understand company-specific processes | Completed compliance and process training | Adhere to compliance standards |
| Week 4 | Application & Practice | Hands-on Practice, Review Sessions, Team Projects | Apply skills and receive feedback | Completed first set of financial reports | Handle day-to-day tasks independently |
| Month 2 | Advanced Training | Advanced Role Training, Financial Reporting Analysis | Develop advanced skills and efficiency | Completed advanced training modules | Take on more complex tasks |
| Month 3 | Full Integration | Independent Projects, Performance Review, Development | Demonstrate full role competence | Successfully completed independent projects | Manage responsibilities independently |
B. Digital Welcome Kits
Send a digital welcome kit to make your new hires feel valued and give them the resources they need right from the start. Here’s a checklist for what to include:
C. Dedicated Onboarding Buddy
Assign an onboarding buddy who can provide support, answer questions, and offer guidance during the initial weeks. This helps new employees adapt to the company culture and processes.
D. Interactive Training Sessions
Use interactive training methods for a comprehensive and engaging onboarding experience. Here are the methods you can use:
- Scenario-Based Learning: New hires are presented with real-life scenarios about their roles and are asked to make decisions or solve problems based on the information provided. This helps them apply theoretical knowledge to practical situations.
- Role-Playing Exercises: New hires are asked to act out specific job-related scenarios like handling a difficult client or leading a meeting. Role-playing lets them practice communication, problem-solving, and leadership skills in a safe environment.
- Interactive Quizzes and Polls: Add quizzes and polls throughout the training sessions to test knowledge retention and gather instant feedback. These can be done using digital tools for immediate results and discussions.
- Virtual Group Projects: Assign group projects that require new hires to collaborate for completing a task or solving a problem. This method encourages teamwork and helps apply skills learned during training.
- Live Demonstrations and Hands-On Practice: Mix live demos of processes or tools with hands-on practice opportunities for your new hires.
E. Regular Check-Ins
Schedule weekly check-ins with the new hire and their manager to discuss progress, address concerns, and provide feedback. This ensures continuous support and alignment.
Here are check-in questions you can use:
- How are you settling into your role?
- What have you enjoyed most about your work this week?
- Are there any tasks or projects you’re finding challenging?
- Do you have all the resources and tools you need to do your job effectively?
- Is there anything that is unclear or that you’d like more information on?
- How do you feel about the team dynamics and your integration into the team?
- Are there any obstacles or roadblocks you’ve encountered that we can help remove?
- What goals are you focusing on for the coming week?
- Is there any feedback you’d like to share about your onboarding experience so far?
- How can I better support you in your role?
F. Access to Resources
Make sure new hires have easy access to all necessary resources, including financial software, databases, and documentation. This allows them to work efficiently without unnecessary delays. Plus, it reduces frustration and keeps them motivated and confident during the critical early days of their employment.
Here’s how to do it:
- Develop an easily accessible online portal where all necessary resources like training materials, policy documents, financial tools, and software guides are stored. Make sure this hub is well-organized and searchable for quick access.
- Give new hires access to tools, software, and systems from day one. Coordinate with IT to have accounts and permissions set up before the candidate joins.
- Assemble a digital or physical onboarding package with company handbooks, role-specific guidelines, contact information for key personnel, and links to important tools and platforms.
- Regularly review and update the resources to ensure they remain current and relevant. Encourage new hires and existing employees to provide feedback on the resources, and use this to make continuous improvements to the onboarding process.
G. Virtual Team Building Activities
Add virtual team-building activities to help new hires feel part of the team. Set a regular time for these sessions to encourage participation and make them a key part of your team culture. Here are 5 team building activities you can use:
- Virtual Coffee Breaks: Schedule informal video chat sessions where team members can join to have a casual conversation over coffee or tea. This creates an opportunity for relaxed, non-work-related interaction, helping to build relationships. Set up a 15-20 minute video call, encourage participants to bring their favorite beverage, and simply chat about anything but work.
- Online Trivia Quiz: Host a fun and competitive trivia game where team members answer questions from general knowledge to company-specific topics. Use a platform like Kahoot! or Quizlet to create and administer the quiz. Participants join using a link, and the quiz is conducted live, with scores tracked in real-time.
- Virtual Escape Room: Engage your team in a virtual escape room where they must work together to solve puzzles and “escape” within a set time. Use online platforms that offer virtual escape room experiences. Team members work together over video calls to solve challenges and progress through the game.
- Two Truths and a Lie: A simple icebreaker game where each team member shares 2 true statements and 1 false statement about themselves. The others must guess which statement is the lie. Organize a video call, and each person takes turns sharing their statements. The team guesses which one is the lie, sparking conversation and laughter.
- Virtual Show and Tell: Team members take turns sharing something meaningful to them like a hobby, a favorite book, or a personal accomplishment. Each person gets a few minutes to present their “show and tell” item. This activity helps team members learn more about each other on a personal level.
H. Clear Communication Channels
Set up clear communication channels and guidelines for remote work, so new hires know exactly how and when to connect. By laying out these expectations from the start, you’ll reduce confusion and help them quickly adapt to your company’s communication style.
Here’s how you can do it right:
- Select and standardize the communication tools and platforms that will be used. Make sure all new hires are trained on how to use these platforms effectively.
- Establish clear guidelines on how and when to communicate, including response time expectations and the right channels for different types of information (urgent vs. non-urgent).
- Designate a specific individual as the primary point of contact for the new hire during the onboarding process. This person will be responsible for addressing questions, providing guidance, and ensuring the new hire feels supported.
- Build an environment where new hires feel comfortable asking questions and providing feedback. Regularly remind them that open communication is encouraged and that their input is valued in the onboarding process.
- Gather feedback from new hires to continuously assess the effectiveness of communication channels. Make adjustments as necessary to make sure that information is flowing smoothly and that any communication barriers are promptly addressed.
I. Real-Time Feedback Mechanism
Set up a real-time feedback system where new hires can ask questions and get instant feedback. Quick responses help them feel supported and valued, boosting their confidence and engagement from the get-go.
Here’s how you can implement real-time feedback:
- Set up direct communication channels like instant messaging or dedicated feedback tools, where managers and peers can provide real-time feedback on tasks and performance.
- Encourage managers to incorporate feedback into daily interactions, whether during briefings, meetings, or after completing specific tasks. This practice normalizes feedback and makes it a regular part of the workday.
- Provide training for managers on how to deliver feedback effectively, focusing on being specific, actionable, and supportive. This ensures that feedback is both helpful and motivating for new hires.
- After providing feedback, outline clear and immediate steps for the new hire to take. This includes revisiting a task, undergoing additional training, or working with a mentor to improve a specific skill.
- Use tools or systems to document the feedback provided and monitor the new hire’s progress. Regularly review this data with the new employee to make sure they are continuously improving and staying on course with their development plan.
Conclusion
Hiring financial employees requires effort and precision. Partner with finance recruitment agencies to streamline this process and secure the best candidates. To get started, list your specific needs and review the services offered by the top agencies mentioned above. Match their offers to your requirements, then reach out to initiate the hiring process.
If you have urgent needs, contact Genius. We have a large pool of pre-vetted candidates that you can select from, ensuring top-notch quality talent that has been thoroughly screened for your needs. Fill out this form now to get started.
FAQs
How do I know if a recruitment agency is legit?
Check if the agency is registered and licensed, and look for positive reviews and testimonials from clients and candidates. Legitimate agencies will also have professional websites, clear contact information, and memberships in industry associations.
What is the best recruitment sector to work in?
The best recruitment sector can vary, but IT and healthcare recruitment are currently highly in demand because of the rapid growth of technology and the constant need for healthcare professionals.
What is FinTech recruitment?
FinTech recruitment involves hiring professionals for roles in financial technology companies. It focuses on sourcing talent with expertise in finance, technology, and digital innovation – like software developers, data analysts, and compliance specialists – to help FinTech firms develop cutting-edge solutions in areas like digital payments, blockchain, and online banking.
What does staffing mean in finance?
Staffing in finance means recruiting, hiring, and managing finance professionals for permanent, temporary, or contract positions. This ensures that businesses have the needed talent to handle financial operations and strategic initiatives.
