How to Make Your EVP the Ultimate Magnet for FinTech Talent (Quick guide)
Maganti IT Resources, LLC
Technology Search Specialist | WOSB, WBE, MBE Certified | ISO 2001:2015 Certified
You’re in a race for top FinTech talent—and the competition is fierce. You post job ads, offer competitive salaries, but the talent keeps slipping through your fingers. Why? Because top Fintech talent no longer cares just about the paycheck.??
They’re looking for purpose, career growth, flexibility, and a culture that aligns with their values. Without a strong Employee Value Proposition (EVP), you’re already one step behind. 73% of candidates would leave their current job for a company with a better employer brand. (Source)?
Why Your EVP is the Secret Weapon in Attracting Top Talent?
Your EVP is the unique offering you present to employees in exchange for their skills, time, and dedication. It goes beyond salary—incorporating career development, culture, work-life balance, and more.??
A compelling EVP makes your company stand out and helps attract and retain top-tier talent. It’s what convinces candidates to choose you over your competitors.? ?
Strategic advantages of having a winning EVP? ?
Attracts Top Talent: A strong EVP helps you stand out and attracts top candidates. Companies with a compelling EVP see 2-3 times more job applicants (Source: LinkedIn).?
Cut Down on Turnover: When employees feel aligned with your values and mission, they stick around reducing turnover- saving you time, money, and talent.?
Fuel Employee Engagement: A great EVP sparks motivation, keeping employees invested and productive.? ? Build Your Reputation: A standout EVP doesn't just fill roles—it elevates your employer brand. Companies with a strong EVP are 50% more attractive to potential hires (Source: Glassdoor).?
Align Talent with Purpose: A strong EVP doesn’t just hire employees—it brings in people who are passionate about your mission contributing to boost in employee performance and long-term success.?
5 steps to Craft an Irresistible EVP?
1. Understand What Your Employees Value?
Building a strong EVP starts with listening. Use tools like AI-driven sentiment analysis and pulse surveys to get real-time feedback from your employees.
What do they value most? Is it career growth, job stability, or company culture?
For example, Belinda (Linkedin source) highlights that millennials often prioritize aligning their personal values with their employer’s culture. Companies targeting this group should focus on social responsibility, diversity, and inclusion to attract and retain top talent.?
2. Align Your EVP with Core Values?
Your EVP should reflect your company’s mission, values, and purpose. Engineers may be drawn to innovation, while product managers may prioritize ownership. Personalizing your EVP ensures it speaks to the right people and attracts the talent you need.?
3. Build your EVP with compensations??
Top talent expects more than just a paycheck—they want equity options, profit-sharing, and flexible work arrangements. Remote work, hybrid schedules, and flexible hours show you’re committed to their work-life balance. Combine these with career growth opportunities, and your EVP becomes irresistible to the best candidates.? ?
As Izidor Rudomino points out “Top Candidates want a career than just jobs. Providing opportunities for advancement, skill-building, and professional development keeps them motivated and invested in the company’s future. When employees see a clear path for growth, they are more likely to stay and thrive.?
4. Show the authentic side of your company?
Show what your company is really like by sharing employee stories and behind-the-scenes insights. Share a personal story or how your company had made a difference. When candidates can see themselves growing with you, trust is built and your EVP becomes stronger.? ?
5. Continuously Evolve Your EVP?
An EVP isn’t static—it needs to evolve. Keep track of industry trends, gather feedback from employees regularly, and adjust your EVP as needed. Monitor your EVP. You can check if your EVP is really selling off with metrics such as??
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How to Sell Your EVP: Telling Your Story Everywhere?
Once your EVP is built, it's time to sell it consistently. Here’s how:?
1. Job Descriptions That Tell a Story?
Your job description is more than a list of qualifications—it’s your first chance to showcase your EVP. Weave in your culture, values, and career growth opportunities. Highlight how the role fits into the company’s mission and what employees can expect from working with you.?
2. Optimize Your Careers Page?
Your careers page is where candidates learn about your company’s culture. Make it engaging and informative. Include employee testimonials, success stories, and videos that show what it’s like to work at your company. Highlight the benefits that make you stand out, like wellness programs or international collaboration opportunities.?
3. Leverage Social Media?
Platforms like LinkedIn, Twitter, and Instagram are key to showcasing your EVP. Post regularly about your company culture, employee success stories, and core values. Share authentic experiences and tell your EVP story through content that reflects your brand. For inspiration, see how Sandra Pehle shared her employer branding story on LinkedIn.? ? ?
4. Host Recruitment Events?
In-person or virtual, recruitment events are a great way to connect directly with potential candidates. Use these events to share your company story, introduce team members, and let candidates hear firsthand what it’s like to work with you. Encourage employees to speak about their experiences and the impact of your EVP.?
5. Every Interaction Is a Sales Opportunity?
Every interaction with a potential candidate should reflect your EVP—whether it’s a phone call, email, or interview. Be consistent in communicating your EVP from the first touchpoint all the way through the hiring process.??
Real-Life Examples of Strong EVPs??
THE PATH
We employ a strict 'no ceiling' policy. That means you can start at the bottom and go just as high as your wings will take you. No restrictions. No limits. No preconceived judgment about your proper place. We take you for you.
Become a part of the revolution of Tribe that have carved their own path. From working the line to shop leader, from hourly to salaried, from in-shop to a support role in headquarters, it is all there for the taking. Show us your path, and we'll get you there.
How has your EVP impacted your Fintech hiring?
Drop a comment below—we personally read and respond to all of them, and your input helps us all learn and grow.?
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