With the fintech industry experiencing rapid growth in this country, recruiting tech talent in Ireland has become tricky, to say the least.
The challenges facing hiring managers stem from a surge in tech jobs across all sectors, paired with a concerning skills shortage, both issues that have exacerbated existing recruitment problems experienced by employers within the industry.
A recent report revealed that 55% of tech firms are hiring to grow their business; this cohort represents the highest level across all sectors. However, the report also found that 83% of all businesses are reporting difficulty finding candidates with the right skills, with unemployment now at a 25-year low.
So, with a number of difficult obstacles standing in the way of scaling companies, what is the most effective way to approach recruitment within the tech sector? This is exactly what we are about to explore in the following article.
The rising need for tech talent within the finance industry
According to a recently published report released by KPMG, investment in Irish fintech increased by almost 300% in 2024. This staggering figure was in contrast to the broader picture, however, with global investment dropping from $119.8 billion in 2023 to a seven-year low of $95.6 billion in 2024.
Despite a bleaker outlook in a worldwide context, the fact remains that the industry within Ireland is soaring in one direction: up!
With this country putting up a resilient and innovative front in the face of global cutbacks, employers across fintech businesses are now in an urgent predicament; they need to find skilled and experienced candidates to keep their organisations – and Ireland’s fintech performance as a whole – on an upward trajectory.
Achieving this is largely dependent on adopting several key strategies that can help companies both attract and retain the most talented professionals in the industry.
Strategies to consider when recruiting tech talent in Ireland
Tech companies in Ireland must take a multifaceted approach to recruitment to appeal to their ideal candidates. Let’s examine the steps involved in carrying this out effectively:
Define a compelling employer brand before recruitment begins
In a market where candidates often have multiple offers, a strong employer brand is crucial.
Organisations that articulate a clear mission, showcase a vibrant culture and demonstrate a commitment to employee growth will stand out from the rest.
Doing this effectively means highlighting success stories, team achievements and opportunities for innovation – all elements that create a positive overall picture of an organisation.
With 84% of employees admitting they would leave their current job for a company with a better reputation, the crucial nature of thoughtful employer branding cannot be overstated.
Work on building an inclusive and collaborative company culture
Although an employer brand and company culture are intertwined, the latter stands firmly on its own two feet, which is why it deserves just as much time and attention.
After all, an inclusive workplace that values diversity and promotes collaboration (as all progressive company cultures should) has many benefits, from enhanced innovation to employee satisfaction.
An interviewing candidate is likely to experience the effects of a nurturing company culture from the get-go, which is why it is vital for hiring companies to implement policies that promote diversity and inclusion, while creating spaces for open communication. When these efforts fuse, a company is left with a positive work environment that attracts a broad range of talent.
Don’t underestimate the importance of engaging with the tech community
Fail to prepare, prepare to fail. If you want to attract the best talent in the tech pool, it’s vital to do the groundwork. Networking in relevant tech circles is a big part of this.
Actively participating in tech events, such as meetups and conferences, can increase your company’s visibility and reputation within the tech community. Similarly, sponsoring events, contributing to open-source projects or hosting webinars will also yield positive results, positioning your company as a thought leader and helping you to attract like-minded professionals.
Incorporate data-driven recruitment strategies
Implementing data analytics in your recruitment process can help identify the most effective channels for sourcing candidates. Doing so will also help organisations to understand hiring trends and improve decision-making.
To successfully enhance your recruitment efforts in this way, it’s important to track metrics, such as time-to-hire, cost-per-hire and candidate satisfaction, all of which can inform strategies to improve your recruitment efforts in the future.
Invest in employee development
A company that provides continuous learning opportunities will prove an attractive prospect for tech professionals.
Businesses can appeal to a skilled talent pool by encouraging internal mobility and providing clear career progression paths through the provision of training programmes and additional certifications, along with internal promotion opportunities.
This is a significantly important point to note for businesses operating within the fintech industry. Not only does upskilling serve as an appealing extra to potential new hires, but it empowers organisations to train the talent they would want to hire from the inside, ensuring their existing teams develop the most crucial skills for professionals in Ireland’s fintech sector.
Regularly review your talent strategy and adapt accordingly
Given that the tech industry, particularly in the context of fintech, evolves rapidly, your talent acquisition strategies should naturally follow suit.
Regularly reviewing your hiring practices and staying updated with industry trends will facilitate this. It’s also important not to underestimate the importance of welcoming feedback; this can help in refining your approach to meet the changing demands of the talent market.
Leverage the expertise of specialist recruitment services
Partnering with a recruitment agency that specialises in the fintech sector can provide access to a broader talent pool and industry insights. These partners can assist in identifying candidates who not only have the required technical skills to match the role but also align with your company’s culture and values.
Recruiting tech talent in Ireland? 360 Search has you covered!
As fintech companies prepare for the challenges of 2025 and beyond, many business leaders are recognising the value of partnering with specialist recruitment agencies to secure the talent they need to thrive. At 360 Search, we offer a tailored suite of recruitment services designed specifically for the financial services and fintech sectors.
With deep, first-hand experience across the finance industry, our team understands the nuances of your business and the calibre of talent required to make an immediate impact. We work closely with our clients to develop bespoke recruitment strategies that align with their growth plans, culture, and long-term vision.
Our extensive network spans across Ireland and internationally, giving us access to a broad and diverse pool of high-quality professionals. This reach allows us to connect you with candidates who not only meet technical requirements but also fit seamlessly within your organisation.
At 360 Search, recruitment is more than filling roles – it’s about forging long-term partnerships that support your continued success. Our industry expertise, consultative approach and unwavering commitment to excellence make us a trusted partner for ambitious fintech firms.
Get in touch today to discover how we can help you attract and retain the top tech talent that will drive your business forward.
