We’ve been named to Accel’s Fintech 50 EMEA 🔥 This list highlights the most innovative and impactful fintech companies driving change in financial services, and we're honoured to stand alongside such a strong group of industry leaders. If you want to be part of something special, check out our open roles: https://lnkd.in/evHNtufh
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Friendly reminder that just because you see "100+ people have applied" doesn't mean that's the case. First: it tracks how many people have clicked apply, in addition to how many people actually answer "Yes, I applied", which pops up on the listing once you head to the job board. Second: if you look at this post, you'll see that while you are competing with real people....not every application is equal, to say the least. Now, I'm not saying "spray and pray" is a great approach. Far from it. But if you really see a job here that you think would be a great fit, Why NOT apply? Tailor your resume. Write a cover letter.* Do something different. Just remember it's an incredibly competitive market, so getting your hopes up for a dream can...well, it can hurt. It's always good to steel your heart and have mature expectations. * I can speak from experience that cover letters can help. They aren't a silver bullet, but it doesn't hurt to have a generic cover letter template that you can spend 10-15 minutes on when you find a job you want to go the extra mile over.
We're hiring for a few roles at InvestNext (check out our Software Engineer + Business Development Rep roles at 💻 https://lnkd.in/e79cMHNn), and it's wild to see how many applications are: 1️⃣ Auto-submitted by people scraping role titles on job boards 2️⃣ Application questions are being answered by AI (some of the responses are pretty funny, though) 3️⃣ Generally fraudulent, where the person who shows up is in some sort of call center environment reading from a script (to what end?) It's an unfortunate reality folks in hiring positions have to expect now, and a huge distraction from candidates with genuine interest. I've never seen it this bad.
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🎉 Big news! We raised our $15M+ Series A led by FinTech Collective, with our existing investors Motive Ventures and Cherry Ventures also doubling down on bunch. Our amazing team is at the forefront of innovation, breaking barriers, creating value... building the backbone of private markets! 🚀 This step will enable us to further invest in our product, accelerate bunch’s growth by expanding into new jurisdictions and asset classes, and grow our superstar team of industry experts! Check out our open positions, in case you want to jump on a spaceship: ➕ Head of Product ➕Senior Product Manager ➕Account Executive ➕Account Manager ➕Fund Operations Manager And more (follow the link in the comments). 💙 I’m immensely proud of what we’ve achieved so far and can’t wait for what’s to come.
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When Leaders should choose Big Tech over Pre-IPO? 5 reasons... 1️⃣ You haven't had a major wealth-creation event • Guaranteed $1M+ in 4 years beats maybe $10M • Most pre-IPO equity ends up worthless • Recent Carta data: 20% exercised underwater options 2️⃣ Your resume needs a brand anchor • FAANG opens doors forever • Recruiters search by company first • Strong signal of bar-clearing 3️⃣ You want to lead larger later • Scale experience matters more than title • Learn systems that actually work • Build network of proven leaders 4️⃣ You need to rebuild runway • High base + RSUs = predictable wealth • Fewer cliffs or expensive option exercises • Better mortgages and loans 5️⃣ You're tired of hand-to-hand combat • Resources exist to execute • Clear advancement paths • More attempts if a team doesn't work out "But I won't last/will hate working in big tech!" Is that really true or convenient self-talk out of fear? You don't dismiss products without testing, so try a loop. Yes, you might miss a rocketship. But your career isn't a lottery ticket. Thoughts?
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🎙 The Deal Room: IBD Insights - Who's Hiring & Who's Firing In this episode, inspired by a recent Financial Times article, we delve into the current landscape of the Investment Banking Division (IBD). Why are partners and Managing Directors (MDs) feeling the heat, and how does this pressure impact analysts and associates down the line? Join us as we reveal the firms making moves on the Street, both hiring and firing and explore the nuances of compensation in these competitive roles. 👉 Spotify https://lnkd.in/dgKawcJp 👉 Apple https://lnkd.in/dpvT3Tnu #CorporateFinance #InvestmentBanking #Finance #Careers
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As a business, one of the most satisfying things is to see our identity mature as we delivery great outcomes and grow a fantastic team. The first two have grown leaps and bounds in the last 12-18 months and as we head into a strong 2025, we are excited to grow the team with this. If you like client work but are interested in using your strategy skillset for something different involving strategy, M&A and investments, come speak to us. #growth #team #culture #strategy #investments #mergersandacquisitions
Looking to join a down-to-earth and high performing team? Genesis is #hiring! Fantastic opportunity to apply and develop your strategy and analytical skillset to highly commercial projects with exposure to a full deal cycle, learning from leaders with direct investments experience. If this sounds like you or anyone you know, we'll love to speak to you! https://lnkd.in/gCd9NnPn #strategy #investments #team #culture #privateequity #mergersandacquisitions
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Was a packed house at the latest nDeva CTO Gathering. The main topic was around scaling global distributed teams, some of the key takeaways below: 🌍 When hiring in a different location with a big time difference, try to hire whole independent squads. If you only hire one or two and they need support from home base it can be very very challenging. 💼 Be careful when going to the US, salaries are much more expensive and it's hard to compete for the top talent as Facebook, Google, etc., take the majority of those. Especially hard if you don't have a name or a presence over there. 📘 This is a handy playbook for building good remote team cultures: https://lnkd.in/egcUtjaf Thanks for coming along, team! Adam Parrish, Ahmed Kamal,Andrew Lyons, Amit Prakash Gupta,Anuj Gupta,Ben Trigger,Dee Kulkarni,Ludmila Stahovich,Nik Zavgorodniy, Sean Doherty
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An insightful take on a common misconception! While long tenures can signal stability, in the fast-paced world of crypto, short stints often tell a different story. We’ve seen firsthand how candidates with diverse experiences across multiple startups bring unmatched agility and innovation to the table. For instance, we recently placed a candidate with a history of short tenures who ended up leading a game-changing product pivot at a crypto startup. It’s important to look beyond the years and focus on the impact they've made. Let’s not overlook the unique value that candidates with varied backgrounds can bring to your team! #cryptojobs #blockchainjobs #web3jobs #aijobs #hiring
“NO JOB HOPPERS - we only want to see candidates who’ve been in their previous roles for 2+ years" In crypto, most of our clients are startups, and that comes with its own set of challenges and opportunities. I often hear clients say "2+ years tenure at each role minimum". I get it—stability and experience are important! But let’s not forget that crypto is still a young, fast-moving industry where things don’t always go as planned. Reality is, short tenures on CVs are often the result of layoffs due to funding issues, pivots in strategy or even regulatory domicile changes. Years ago, I covered Investment Banking in Tokyo. It was the shift from life-time employment with say Dai-Ichi Kangyo Bank to a racy Wall Street or EU head-office bank. Japanese banks wouldn’t hire from other Japanese banks, and those candidates who'd moved to Western firms were somehow sullied. Times changed. Later, I was based in Hong Kong covering financial services across Asia. Due to the huge amount of opportunity with non-Asian big names setting up in HK and Singapore, local candidates were frequently being poached by rivals and standard tenure was often just 18months between each move! Back to Crypto: the pace is way faster than TradFi's 5-10 years boom-bust cycles. And, the industry itself is still figuring things out. So, cast a more open eye across those shorter tenure CVs. Consider the value these candidates bring in other ways: Have they driven meaningful projects, shown adaptability, brought fresh ideas to the table? Take a closer look at what they’ve accomplished. These qualities make a real difference in a startup environment. And you may just land a game changer!
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The financial industry has remained trapped in outdated, manual processes for far too long. Range is changing that—reimagining wealth management for the modern era. Today, I am proud to announce Range’s $28M fundraise, led by Cathay Innovation. With this fundraise we take steps close to actualizing our vision of making sophisticated financial planning holistic, fast, and accessible. At Range, we’re tackling one of the biggest challenges in wealth management: making financial advice smarter, faster, and more accessible. Rai, our AI engine, processes complex financial data in real-time to deliver advice that’s 10-20x faster than traditional advisors—and at a fraction of the cost. We’re not just building a financial app; we’re creating a unified platform that integrates investment management, tax planning, estate planning, retirement advice, and insurance. Each of these domains has its own unique challenges, but the real opportunity lies in stitching them together into one seamless system. This new round of funding allows us to invest deeply in our engineering team. If you’re passionate about AI, financial systems, or building scalable infrastructure, this is a chance to solve real-world problems at a massive scale. The work we do here isn’t just about hitting metrics—it’s about redefining an entire industry.
Exciting news from Range! We've raised $28 million in Series B funding led by Cathay Innovation, with Gradient Ventures and others joining in, bringing our total funding to $40 million. At Range, we're reimagining wealth management through a technology-first approach for a new generation of consumers. In just two years, we've attracted over 1,000 high-net-worth members and nearly $3 billion in assets under advisement. With this new capital, we're accelerating product development and scaling our engineering teams to enhance our platform. If this growth excites you, check out our open roles: https://buff.ly/3Ox7ysB. We're growing fast and looking for exceptional talent to join us. Read the full press release here: https://buff.ly/3Z3AOw1
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Saved Companies Over $20M by Building A-Class Nearshore Tech & Growth Teams •🎙️Host @Default Global • 🌎 Co-founder @Globy
For Series A and B founders: you don’t need to blow your budget to expand your team. Building a tech team during the growth stages is tough: ↳ investors want results, and resources feel tight. But scaling doesn’t have to mean breaking the bank. Here’s how to grow smartly without overspending: 1/ Start with contractors → Hiring employees can be a big commitment. → Contractors give you the flexibility to test demand and adjust quickly as you grow. 2/ Tap into global talent. → Keep a local core while leveraging global specialists. → It will help to cut hiring & ops costs without sacrificing quality. 3/ Measure outcomes, not headcount. → A growing team isn’t about numbers. → Build a team that drives real impact, not just filling seats. Growing your tech team doesn’t have to feel like walking on a tightrope. With the right game plan, you can build your team, keep costs in check, and crush your goals without stressing about the budget. _ If you’re considering expanding your team, hiring the right talent, and saving costs, DM me.
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Connecting SWE, ML & Research talent with leading hedge fund, prop trading firms & AI start-ups
Don't confuse large organisations with "stability". I've often hear people associating the size of a company with stability. This is not always true. Look at the number of layoffs happening every year at FAANG/Big Tech and large investment banks. We work with many hedge funds and prop trading firms that deliberately stay small. These firms have been around for many years and are extremely stable (and profitable). If you prefer a more stable environment over a startup, this is perfectly fine - but don't just look at the number of employees or the size of the organisation. Next time you’re looking for a role, consider the company’s history and business model for true stability. Everyone has a different risk appetite, and that’s perfectly fine. Just make sure you’re considering the right factors.
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