enough and broad enough in their
talents to deal with clients that are
big, small, complex, and products
that are changing,” she added.
“We are going to have to look and
feel different to attract millennials.
People don’t want to work like I
wanted to work, they don’t want to
work these length of years in an or-
ganisation or this amount of hours
in a day, so we are going to have to
find very different patterns to get
those young people in.”
The financial crisis, bonus
scrutiny and various rate rigging
manipulation scandals driven by
the pressure of performing to a
certain level, have already sparked
the need for change. Additionally
these institutions now have to
adapt their culture and hiring pro-
cesses to account for gender and
religious diversity, as well as being
LGBT (lesbian, gay, bisexual and
If there was ever a time to rollout
an industry-wide culture change
and cover everything from diversity to making the workplace more
attractive for techies and millennials, it is now.
“A culture change in an organisation takes a long time,” explains Kim Newell, executive vice
president and head of State Street
Global Markets EMEA.
“An organisation that is open and
is seen as open – in terms of really
supporting a diverse workforce -
drives a culture where people feel
more at home.
How FinTech firms
can attract and
retain a crew
By John O’Hara,
CEO and co-founder of Taskize
“IF WE ARE TO DRIVE NEW
AND FRESH THINKING WE NEED
global head of securities services,
1 Legend Building a merry band of superstars starts with the founder and how he got there.
Every startup needs a legend, for Taskize
it’s that I spent a career automating banks
to eliminate people from the equation,
but automation has not worked as well as
expected; so let’s make the people more
effective. In a ‘Road to Damascus’ moment, I went from persecuting operations
to helping them.
2 Mission People need to be able to tell their friends what they do, proudly. In finance it’s hard
to have a worthy mission; making money
doesn’t cut it. Our noble quest is to make
finance safer and get operations people
home to their families in time to put their
kids to bed.
3 Distinction Talent attracts talent. A startup’s culture merges one day with an imprint of the
founders personality etched somewhere in
it. Every hire becomes part of the advert
for the next hire and interviews work both
ways. Is the candidate outstanding? Is
your team worthy of the candidate?
Finally, to retain superstars you must manage
them like the assets they are. Listen to them, capitalise on their abilities and cover their weaknesses
to succeed like a premier league sports team. You
also need to fire poor hires quickly; you haven’t
time to fix them, you’ll not win the premiership
with them on your team and your team will hate
you if you don’t.