The cost of hiring the wrong CTO? #cto #fintechjobs #globalfintechtalent
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𝐓𝐡𝐞 𝐈𝐥𝐥𝐮𝐬𝐢𝐨𝐧 𝐨𝐟 𝐄𝐚𝐬𝐞: 𝐇𝐢𝐫𝐢𝐧𝐠 𝐚 𝐂𝐓𝐎 𝐌𝐚𝐝𝐞 𝐒𝐢𝐦𝐩𝐥𝐞 (Reader discretion - this post was created with more than a pinch of sarcasm and cynicism.) Are you ready to dive into the mystical realm of tech leadership? Buckle up, because #hiring a CTO is a piece of cake... or is it? Let's embark on this whimsical journey and explore the seemingly straightforward task of finding your tech guru. Step 1: Summoning the CTO Ah, the age-old ritual of summoning a CTO. Just sprinkle some coding jargon, draw a pentagram with USB cables, and voilà! Your very own CTO appears in a cloud of debugging smoke. Easy, right? Well, not quite. Turns out, they prefer Slack messages over pentagrams. Step 2: Identifying the CTO Spotting a wild CTO in the tech jungle is like finding a needle in a stack overflow. They're elusive creatures, camouflaging themselves with hoodies and laptop stickers. But fear not! Just look for the telltale signs: a faint glow of screen light emanating from their cave (aka home office) and the sound of furious keyboard tapping. Step 3: Luring the CTO Now that you've identified your target, it's time to lure them out of their coding sanctuary. Offerings of artisanal coffee and the promise of unlimited snacks usually do the trick. But beware: once you've lured them in, they might start discussing algorithms and scalability. Don't panic, just nod and smile. Step 4: Sealing the Deal Congratulations! You've successfully captured a CTO. Now, all that's left to do is seal the deal. Offer them equity, a fancy job title, and the freedom to build their tech empire. But remember, they're a rare breed, so be prepared to negotiate... and possibly sacrifice a few hours of sleep. In conclusion, hiring a #CTO may seem like a walk in the park, but beneath the surface lies a labyrinth of technical acumen and strategic thinking. So, next time you embark on this quest, tread carefully, armed with knowledge, patience, and maybe a few extra USB cables. Until next time people. I’m Warren Beazley, #TheCTORecruiter #techleadership #talent #recruitment #executivesearch
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Fintech hiring: Prioritizing product beyond platform I've noticed some payment fintechs hiring leadership roles from big tech. It's made me wonder if enriching that with product expertise beyond tech skills could offer great push to Big tech talent is undeniably strong at execution upon stumbling across interesting idea. But industry experts offer something unique: a deep understanding of customer needs, which can refine your product before investing in development. Curious to hear your thoughts on this approach. #fintech #hiring #productexpertise #perspective
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Here is how I think about tech roles in a startup: ## Need to build an MVP? (0-6 months) - Recruit a lead engineer (senior with architect skills) - Outsource to an agency (if you know and speak tech) ## Need to create a tech strategy? (6-18 months) - Recruit a CTO (hard, risky, expensive) - Hire a fractional CTO (easy, fast, cheap(er)) ## Need to build an in-house tech team? (6-12 months) - Recruit a VP of Engineering (hard, risky, expensive) - Recruit a CTO with good people skills (hard, expensive) - Hire a fractional VOoE or CTO (easy, fast, less risky) Different options, different timeframes, different risks
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What matters more for a fractional CTO: Years of experience or getting sh*t done? A fractional CTO? That's like your CTO on-demand — part-time but full impact. Here's the million-dollar question: just how important is experience for this gig? Experience: The Old Faithful of Tech Leadership Let's cut to the chase: when you’re hiring a fractional CTO, you’re not just hiring a role you’re hiring a ton of knowledge and experience. This isn’t an entry-level position where enthusiasm can make up for a lack of know-how. Here’s why: → Startups and SMEs often operate in high-stakes environments where every tech decision can significantly impact the bottom line. → An experienced fractional CTO brings a steady hand to the tiller, guiding the ship with wisdom that only comes from years of blood, sweat and tears in the trenches. → It’s not just about systems and software. A fractional CTO often acts as a mentor to junior tech staff, shaping the team’s culture and capabilities. This role requires a depth of experience in leadership that goes beyond technical skills. → One of the biggest roles of a fractional CTO is to help define and refine the technology strategy. → Experience plays a pivotal role here, enabling them to foresee industry trends, anticipate challenges, and seize opportunities that less seasoned eyes might miss. But, Is It All About Years on the Job? While experience is undeniably crucial, it's not just about the years. It’s about what you’ve done with those years. → Impact trumps tenure. A fractional CTO might have fewer years under their belt but could have driven significant tech transformations or navigated multiple startups to success. Finding the right fractional CTO means looking for the sweet spot of experience — someone who has the battle scars, but also the current knowledge to apply the latest technologies and methodologies effectively. It’s about strategic agility and the ability to apply lessons learned from past roles in a fast-paced, ever-changing environment. Your Turn So, how do you weigh experience when selecting a fractional CTO or technical advisor? Do you prioritise years of service or the depth of impact they’ve had in their careers? Interested in having a quick chat? Head here👇 Book a call here: https://lnkd.in/eCixF3wg You can also get my free tech health check audit here (delivered instantly): https://lnkd.in/eyyrC2rK Or just browse my services here: https://lnkd.in/eutghfsb
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What is the role of a CTO in business? The Chief Technology Officer (CTO) plays a pivotal role in shaping the technological direction of a business. Acting as a bridge between technology and business objectives, the CTO oversees the development and implementation of innovative solutions that drive growth and efficiency. Their responsibilities extend beyond mere technical expertise; they must align technology initiatives with the company's overall strategy. Key functions of a CTO include: Strategic Planning: The CTO collaborates with executive leadership to define technology strategies that align with business goals, ensuring that technology investments contribute to long-term success. Innovation Leadership: They spearhead innovation efforts, exploring emerging technologies and identifying opportunities to leverage them for competitive advantage. Technical Oversight: The CTO provides technical guidance and oversight, ensuring that the company's technological infrastructure is robust, secure, and scalable. Team Management: They recruit, mentor, and lead a team of skilled professionals, fostering a culture of collaboration and continuous learning. Risk Management: The CTO assesses and mitigates technological risks, such as cybersecurity threats and data breaches, to safeguard the company's assets and reputation. Stakeholder Communication: They serve as a liaison between technical teams and other departments, translating complex technical concepts into business-friendly language. Overall, the CTO's role is instrumental in driving innovation, facilitating growth, and ensuring that technology remains a strategic enabler for the business. Visit our website: www.industrytalkstech.com #FinTech #industrytalkstech #fintecctoprogram #banking #leadership #cto #mir #cio #ceo #technology #bitcoin #ctown #data #finance #programming #cybersecurity #business #devops #ctolife #techlead #aitool #artificialintelligence #ai #Cloud #payment #riskmanagement #finance #technology #AML #fintechleadership #customercentricity
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Sometimes all you need in order to be successful is an outside opinion coming in to lend a helping hand. Having an upper hand with your technology is another way to have an upper hand against your competitors. Allow our team to provide such assistance - we will perform an analysis on your current operations and see where there is room for growth that will result in increased revenue, cost savings, and so much more. To learn more about hiring an STG Fractional CTO, click here: https://lnkd.in/gn-pvzbd #tech #software #successmindset #business
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Unpopular opinion: startup CTOs that are not ready for the weight of the responsibility and are hired for their development skills and don’t have the experience to guide them can cause havoc and chaos with the future of the company, its people and culture. Some people make it through, but many won’t and the CxOs won’t even know it’s happening until it is too late. - underperforming product on a technical level - miscommunications between tech and business - constant firefighting - above average turnover of development staff - constant downtimes and issues - loss of credibility with clients and staff - lack of strategy, tactics, processes, formality and professionalism. These are just some of the high-level impact that such a bad hire can have. Before hiring a CTO, start with an FCTO and evolve from there so that you get a chance to discover who you need as your CTO, one that compliments you as well as lead tech/eng. If you must hire a fulltime one, set your ESOP cliff at 2 years/50% instead of 1 year/25% this way any negative impact can be identified before giving equity unnecessarily. Also, consider having your tech org audited by a RedCorner FCTO, maybe your CTO is doing a great job, maybe they are not but the problems are easily resolved. DM me for details.
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🌐 Bridging Talent and Innovation in Fintech & Software 🚀 In the fast-evolving worlds of fintech and software, hiring the right talent isn’t just about filling a role; it’s about driving transformation and creating value. Every placement I make is an opportunity to bring fresh perspectives and technical expertise to projects that redefine industries. Whether it's finding that visionary CTO who drives a startup’s future or securing developers who deliver flawless, scalable solutions, my goal is to connect the best minds with the most ambitious teams. As demand surges for specialised skills, from blockchain to cloud solutions, my commitment remains: connecting forward-thinking companies with candidates who can keep pace and lead the charge. If you’re hiring for high-stakes roles, let’s chat about how we can secure the right talent to move your vision forward. 📩 #FintechRecruitment #SoftwareHiring #InnovationInTech #FutureOfWork
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Hi LinkedIn! 😊 Today, I’d like to share some insights on hiring fintech engineers, inspired by an article I recently read on @Vention's website. As fintech companies grow, hiring the right engineers becomes critical, especially those who bring a mix of technical prowess and sector-specific knowledge. Here’s what to look for in a top-notch fintech developer: - Understanding Financial Industry Products First and foremost, fintech developers must be well-versed in traditional finance concepts like stocks, bonds, derivatives, and processes such as account maintenance. For example, @Vention team’s in-depth knowledge helped quickly deliver robust solutions for one of financial-data client - Grasp of Legal Aspects Fintech developers should understand the regulatory environment. With numerous agencies like the SEC and FINRA governing finance, it’s essential to hire developers who can navigate these regulations seamlessly. - Expertise in Cybersecurity Given the constant threat of cyber-attacks, fintech engineers must possess strong cybersecurity skills. Certifications like CIISP and CISA are valuable indicators of a developer's capability in this area. At Vention, we prioritize security and conduct regular security audits to ensure our systems are robust. - The Right Mindset Finally, the best fintech developers are those who can anticipate and prevent potential system failures If you want to read more about some key takeaways about fintech engineers hiring and know more insights connected with Vention’s personal experience, read this article right here 👇🏻: https://lnkd.in/dwvRF56i #Fintech #FintechHiring #TalentsAcquisition #Vention #Ventionteams #Recruitment #SoftwareDevelopment #Innovation #Technology
Hiring the Right Fintech Developers: What to Look For
ventionteams.com
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With fundraising becoming more challenging and the pressure for capital-efficient growth rising, startups need to think outside the box to scale without relying on traditional hiring methods. ❶ 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗳𝗿𝗲𝗲𝗹𝗮𝗻𝗰𝗲 𝘁𝗮𝗹𝗲𝗻𝘁: Gain flexibility and control costs by bringing in specialized skills on-demand. ❷ 𝗧𝗮𝗽 𝗶𝗻𝘁𝗼 𝗴𝗹𝗼𝗯𝗮𝗹 𝘁𝗲𝗰𝗵 𝘁𝗮𝗹𝗲𝗻𝘁: Leverage international expertise to unlock high-quality work at more competitive rates. ❸ 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗮𝘂𝘁𝗼𝗺𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗔𝗜: Boost efficiency by deploying smart tools that streamline workflows and eliminate manual tasks. Throwing full-time headcount at problems is no longer the only viable strategy. Fractional CTOs are part of the solution ⬇️
Fractional CTOs are puzzling for many people. - "Why wouldn't companies simply hire a full time CTO?" - Some people ask me These are 5 reasons why startups Founders have hired me as a Fractional CTO: 1. Startups don't have budget for a full time hire Salaries for tech leaders are steep, full time CTOs can earn upwards of $200k/year. As such, startups that have a tight budget consider hiring such an experienced CTO, but only for a few hours a week. 2. Hiring a Fractional CTO is faster than hiring a full timer Hiring a full timer means long sourcing, interviews, notice period, etc. It can easily take 3-6 months. On the other hand, Fractional CTOs find bandwidth to start much earlier, given the fast nature of engagements. 3. Startups want to build technology, but don't know how A common use case for me as a Fractional CTO is to lead product and technology, together with the Founders and early employees. Many startups don't need a full time CTO for this, having deep experience is more important. 4. Company is transitioning from outsourcing to in-house development This is very common for companies that launch new products and find product-market-fit. They first leverage outsourced developers, and now want to ramp up their own internal team as they get ready for scale. 5. There's a product roadmap and a team, but there are "issues" This is a catch all for shit shows like: - Product has too many bugs - New features take forever to get shipped - Poor code quality - Communication issues with engineers - Agency "horror stories" - etc
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