How Fintech Salary Finance Rapidly Scale its Tech Team

July 29, 2019

How Fintech Salary Finance Rapidly Scale its Tech Team

Here at Tungl, we've helped Tristan from Salary Finance to improve his tech recruitment process. Find out how our online assessment platform helped Salary Finance a high growth FinTech company, grow from 30 employees in 2017 to 120 today!

About Salary Finance

Salary Finance partners with employers to offer financial well-being benefits for employees that help them live healthier, happier lives.

It’s office is in London and has grown from 30 employees in 2017 to 120 today. A recent $32.8m Series C investment round means that this growth is set to continue at pace.

We caught up with Tristan Phillips, it’s Head of Engineering on how working with us has helped them to rapidly scale their tech team to the 120 that it is today.

Our online assessment platform was built for people just like Tristan. It helps hiring managers to get an instant grasp of each candidates’ technical abilities before bringing them in for an interview, in a consistent and efficient way.

What was the problem?

Filling dozens of tech roles in London over the course of a few short years is no mean feat. My teams recruit for Front End developers, C# / .NET developers and Quality Assurance, and we needed a fair and efficient way of narrowing down the best candidates.

In this candidate-led London market we have to act with pace and confidence when it comes to hiring tech talent. It’s important to us to reduce time to hire, provide clarity to candidates and ensure we have a fair and consistent assessment process.

How did we help solve it?

Tungl enables us to perform a remote screen to check for hard skills before progressing candidates to a face-to-face interview with the engineering managers, where we run through the soft skills and competency-based elements. We use a combination of Tungl’s range of ready to go and bespoke assessments.

Using Tungl ensures that my hiring managers sit down for a face-to-face interview with a candidate having confidence in their technical abilities. This reduces the amount of time wasted by both candidates and hiring managers when there isn’t a good match, which means the process is optimised for everyone.

Being able to head into every interview knowing the candidate has the technical ability to excel in the role frees us up to focus on the human interactions in the process and get a real insight into how the candidate would be a fit for the team and the company culture.

I wanted to improve the candidate experience

Having been the one on the other side of the desk in interviews in my earlier career, the candidate experience is really important to me. Traditional methods of screening and assessment, like take home assignments, paired coding and white boarding sessions are all about what is good for the employer. They require a big investment of time, and often a candidate has to book a day’s holiday at work to attend the sessions.

Now I’m the one leading the hiring process, I want to put the candidate at the heart of the application process, and Tungl delivers that for us.

Why we recommended Tungl?

Tungl is a must have for any CTO who is looking to scale their tech team and who values delivering a candidate-centric process in a way which is scalable.

The biggest benefits of using Tungl are that it’s robust, it’s flexible and also the Tungl team, who are really responsive. Tungl assessments offer the necessary level of flexibility to ensure that we were able to drill down on the things that we believe separate good candidates from the rest and make them right for us.

TunglSalary Financeskills assessmenttech recruitmentfair hiringefficienttech talenthard skillsbespoke assessmenttechnical abilitycandidate experience