FinPay TalentCase study
Series A to an exit, 22 hires later.
Fly Now Pay Later had just raised to grow internationally and needed senior people in the UK and the US, fast. We placed 22 of them, every offer was accepted, and the business went on to be acquired by Guavapay.
- Hires
- 22
- Average time to hire
- 27days
- Offers accepted
- 100%
- Still in the job after a year
- 94%
The brief.
Fly Now Pay Later lets people spread the cost of a holiday over up to 12 months.
When we started working together, they'd just secured a big investment to scale internationally. The plan was to grow the team and be ready for Series B.
What was in the way.
- No one to run hiringThe CEO's EA was handling all the people and talent work on top of her day job, with no time left for a hiring plan.
- Senior hires, urgentlyGoing into the US meant strengthening the leadership team in every area, quickly.
- Candidates dropping outWorries about travel during the pandemic, plus gaps between interview stages, meant good people were pulling out.
- No US networkThey didn't have the time, the contacts or the people to hire in the US, especially in Miami and New York.
What we did.
Better job ads and a better process
The foundations were good. We built on what was working and fixed what was losing candidates at offer stage.
- Rewrote the job descriptions to show off the culture and what it's like to work there
- Made a candidate intro pack for outreach
- Tightened up the hiring process so every candidate got the same good experience
Ready for American candidates
The plan was to take the UK pitch straight to the US. We knew that wouldn't land, so we localised everything first.
- Salary benchmarking for every US hire
- Benefits compared against direct competitors in Miami, New York and Georgia
- Tone of voice reworked for American candidates
- A new life-at pack built around American culture
Scorecards everyone agreed on
Hiring managers on the same role wanted different things. We ran sessions to agree what good looks like and built standard scorecards. Decisions got quicker, and better.
Headhunting on both sides of the Atlantic
We mapped over 70 companies in the UK and 60 in the US, then went after passive candidates through LinkedIn Recruiter, Lusha, ContactOut, email and the phone.
One tracker everyone could see
To stop candidates dropping out, we built a custom tracker in Asana that every hiring manager could see. Everyone knew where each candidate was, and we could chase delays as soon as they happened.
The outcome
Fly Now Pay Later went on to be acquired by Guavapay, with a team we helped hire across the UK and the US.
Some of the roles we placed.
- Chief Financial Officer
- Chief Marketing Officer
- Global Compliance Director
- Head of Collections, UK
- Head of Collections, US
- Compliance Manager
- Senior Product Designer
- Junior Product Operations
- Implementations Manager
- Senior Risk Manager
- Consumer Risk Analyst
- Full Stack PHP Developer, Latvia
What they said.
“I was impressed by the level of detail he went into to understand not just the vacancy requirements but the company culture and values and always provided high-quality candidates that matched all aspects. We achieved a 100% offer acceptance rate across all offers that were made and helped source strong candidates across the US, UK and European locations. Nathan is result, process and relationship driven and has always provided constructive and detailed feedback to help with our hiring process and strategy.”
“I worked with Nathan for more than two years and he's just been always on top of it! He's an amazing recruiter, a strong communicator, with a great knowledge and strong connections in the fin-tech sector. He has found some of the best talents and they were always matching our filters and requirements. I cannot recommend him enough!”
Want results like these? Let's talk.
Fly Now Pay Later and Payage both chose to work with us exclusively. If you're scaling a payments business, the conversation starts here.
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