Companies operating in the financial sector, the crypto industry, LegalTech, or providing licensed services face particularly high demands on their staff. Employees’ qualifications, experience, and reputation can influence not only internal processes but also the decisions of regulators, banks, and auditors. That is why classic recruitment does not always work. Instead, a structured process with clear stages, checks, and the involvement of specialized experts is required.
In this article, we will look at how the full recruitment cycle works, which vacancies are filled by basic recruitment and which require executive search, and why licensed companies should not take risks by saving on recruitment.
What is basic recruitment?
Basic recruitment is a classic format that is suitable for mass or line positions where the requirements are clear and there are enough candidates in the market. Simply put, it’s a way to fill standard roles.
This one is used to fill the following roles:
- marketers;
- sales managers;
- accountants;
- lawyers;
- customer support specialists.
The process includes:
- collecting and formalizing the vacancy;
- publishing, collecting responses;
- searching external sources and internal database;
- preliminary interviews and assessing the candidate’s suitability;
- presenting the best candidates to the client.
This type of recruitment is fast, cost-effective, and works well for positions with repetitive functions.
What is executive search?
We are talking about unique specialists here If you need to find a top manager, a rare expert, or an executive with experience in licensed companies, basic recruiting is no longer enough. Executive search comes into play.
This format is used for:
- C-level positions (CEO, COO, CCO, CMO);
- compliance, AML, legal, risk managers;
- specialists with experience in fintech, payments, crypto, legaltech:
- narrow-profile experts with international expertise.
Features of executive search
- Active search. No need to wait for responses, but to contact the right people directly.
- High communication expertise. Negotiating, presenting a vacancy, supporting a candidate.
- Use of personal networking. Many top professionals do not look for work publicly, and access to them is possible only through closed networks.
- Delicacy and confidentiality. Everything related to executive search is carried out taking into account the subtleties of reputation, contractual obligations and ethics.
This process is longer and more complicated. However, the result will be an employee who will not just “fill the position” but will actually strengthen the team.
Why is this especially important for licensed companies?
Recruitment is not only about operational efficiency. In the field of licensed services, it is a matter of regulatory compliance and reputation. Successfully passing KYC/AML checks, obtaining a license, opening accounts with European banks – all of this depends on who is in your team.
Even if the vacancy seems secondary, hiring the wrong candidate can:
- slow down the application process;
- cause a bank or regulator to refuse;
- affect the company’s internal security.
How can Manimama Growth Agency help?
We work with a full recruitment cycle: from position analysis to post-hire support.
1. Position analysis
The first stage is a deep dive into the needs of the business. We do not just clarify who the company is looking for, but also find out the functional areas, level of responsibility, scope of risks, expectations from the candidate, and the specifics of the regulatory environment. This is especially important for companies that have or plan to obtain financial, payment, crypto, or legal licenses.
2. Search and selection of candidates
At this stage, we choose the selection format: basic recruitment or executive search. In both cases, we use our internal database, LinkedIn, professional networks, and external sources. Initial screening, interviews, and in some cases background checks are mandatory.
3. Post-hire support
We don’t stop at the offer stage. Our team provides support during the employee’s adaptation, monitors the integration into the team, and helps to resolve initial difficulties if necessary.
Contact Information
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