This scaling FinTech firm had ambitious growth targets, but their hiring funnel was broken—generic job posts, high drop-off rates, and zero traction with diverse talent. Culture fit mattered, but nobody could define it. They needed top-tier engineers yesterday… but didn’t want to compromise values for velocity.
InConsulting Inc. stepped in with a DEI-first recruiting strategy, redesigning their funnel, sourcing from underrepresented communities, and coaching hiring managers to spot strengths—not just sameness. In just 90 days, they hired 20 new engineers (60% from diverse backgrounds), improved retention, and rebranded internally as a place where people feel seen, supported, and set up for success.
How we Completed
Diversity was a goal, but finding the right people without sacrificing speed or quality was the real challenge. Through purpose-driven sourcing and partnership-based recruitment, we built not only a high-performance team—but a new kind of culture.
The Mission
To build world-class engineering teams that reflect the diversity of ideas, backgrounds, and experiences driving the future of fintech.
Challenges
-
Difficulty sourcing qualified candidates quickly
-
Desire to improve team diversity without compromising on skills
-
Limited internal HR capacity to manage rapid hiring
Solutions
-
Developed a tailored recruitment strategy focusing on diverse talent pools
-
Streamlined the hiring process with efficient screening and onboarding
-
Provided DEI training for hiring managers to foster an inclusive environment
-
Placed interim HR consultants to support internal teams during scaling
Final Results
-
Hired 20 engineers within three months, 60% from underrepresented groups
-
Improved employee retention rates by 25%
-
Enhanced company reputation as an inclusive employer
Testimonial
“InConsulting Inc. delivered exceptional talent aligned with our values. Their commitment to diversity has enriched our team and culture.”
— Head of Talent Acquisition, FinTech Company
