One engagement, two talent markets. Most agencies specialise in either tech or financial services, so fintechs and banks end up running two or three vendors with two pipelines and two quality bars. NGRS runs both tracks inside one embedded team — same process, same accountability, one weekly review.
Fintech hiring breaks in two places at once
A scaling fintech or bank doesn't just need engineers. Every product launch pulls a chain of regulated hires behind it — and that market is tighter than the engineering one.
Compliance hiring has become its own bottleneck: job postings for compliance and AML roles grew +98% year over year (Ravio, 2025), and 47% of financial institutions report they cannot find the compliance talent they need (sector hiring surveys, 2025). At the same time, platform engineering demand keeps compounding — payments, core banking, data and risk systems all compete for the same senior engineers, where the US engineering time-to-fill now averages 62 days, rising to 89 days for AI/ML roles (SHRM, 2025). Running these two searches through separate vendors doubles your management overhead exactly when speed matters most. Our answer is the embedded model behind Surge Hiring: one team inside your company, re-architecting the funnel so both tracks move at the same cadence — a typical 2–4 week time-to-fill against that 62-day benchmark, and ~27 closed roles per 4-week cycle at full pace.
"Embedded recruitment is the lever here — independent research shows it cuts agency dependency 25–50% within six months and runs up to 40% faster than a traditional agency stack (CIPD, 2024). We see the same pattern when both tracks sit inside one team." — NGRS delivery team
Engineering and the regulated vertical — under one roof
Two tracks, one embedded team, one quality bar. Every role gets the same 2-business-day shortlist standard and the same 2–4 week typical time-to-fill.
The people who build the platform
From payments core to data and risk infrastructure.
- Backend engineers — Java, Go, Python; payments, ledgers, core banking
- Data, ML & AI engineers — risk models, fraud detection, analytics platforms
- DevOps / SRE & cloud — regulated-environment infrastructure and uptime
- Security engineers — application security, identity, fraud tooling
- Mobile & frontend — consumer banking and trading interfaces
- QA & test automation — release quality under audit requirements
The people who keep it licensed and selling
The vertical most tech recruiters can't reach.
- Compliance & AML — compliance officers, AML/KYC analysts, MLROs
- Private banking sales — relationship managers and advisory sales
- Key & strategic account managers — KAM/SAM for enterprise fintech revenue
- Legal — in-house counsel for licensing, contracts and regulatory work
- Financial analysts — FP&A, credit and risk analysis
- Procurement & back-office — operations that scale with the licence
Proven at fintech and banking scale
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Flagship400 engineers in 24 months
For a Fortune-500 fintech we re-architected the hiring engine and delivered a full engineering organisation from scratch — with retention well above market.
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Banking60 + 12 engineers + commercial hires, one engagement
For a banking client we closed 60 engineering roles and 12 commercial positions in parallel — both tracks through one embedded team. Details in our case studies.
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Across engagements97% 12-month retention
Placed people stay, because we own candidate experience, offer flow and onboarding — not just the CV stream.
NGRS figures across client engagements, 12 months to June 2026.
One accountable team instead of a vendor stack
The engagement follows the same embedded model we use for every scaling project — applied to two talent markets at once.
We start with discovery and role calibration across both tracks, stand up the funnel in week one, and deliver the first shortlists within 2 business days of each role brief. Engineering and regulated searches run in parallel under one weekly review, so your hiring managers see a single pipeline instead of juggling vendor reports. The full mechanics — funnel re-architecture, offer playbook, onboarding loop — are documented on the Surge Hiring method page, and if you're weighing this model against a classic contingency agency or a traditional RPO, the trade-offs are laid out honestly on our comparison page. If the volumes above look like your next two quarters, tell us the roles and we'll map the engagement in one call.
Common questions about fintech & regulated-industry recruitment
Can one agency really cover both engineering and compliance hiring?
Yes — that's the core of this service. NGRS runs an engineering track and a regulated track (compliance/AML, private banking sales, KAM/SAM, legal, procurement, financial analysts, back-office) inside one embedded team, with one process and one weekly review. For a banking client we closed 60 engineering and 12 commercial roles in a single engagement.
How fast can you deliver a shortlist for fintech roles?
First shortlist within 2 business days of the role brief, and a typical time-to-fill of 2–4 weeks per role. At full pace an embedded team closes roughly 27 roles per 4-week cycle, running engineering and regulated searches in parallel.
How do you find compliance and AML people when nobody can?
Postings for compliance and AML roles grew +98% year over year (Ravio, 2025), so the people you need are employed and not applying. Our approach is direct search: we map the regulated talent market, approach passive candidates, and sell the move — the same passive-candidate muscle we use for senior engineers, applied to the regulated vertical.
Do you have experience at fintech enterprise scale?
Yes. Our flagship engagement delivered 400 engineers for a Fortune-500 fintech over 24 months, and across all engagements 97% of placed people are still in role after 12 months. In the last 12 months we closed 400+ positions for 30+ clients.
Which regions do you cover for fintech hiring?
We hire across the US, Europe, MENA, LATAM and APAC, including same-time-zone teams. Our UAE practice operates as an HR-consulting hub, with recruitment delivery across the wider MENA region — a natural base for fintech and banking clients in the Gulf.
Bring us both sides of the org chart
A 30-minute call: the engineering roles, the regulated roles, the volumes and the deadline. We'll tell you honestly what one embedded team can close and in what order.