The Fintech Talent Development,Competency, and Manpower Study

The Fintech Talent Development, Competency, and Manpower Study 10 Executive Summary Observation 5: Meaningful Work Attracts Top People Our survey found that one-fifth of organizations are updating their employee value propositions to more effectively attract and retain talent from diverse backgrounds. Observation 6: Organizational Culture Helps Bring People Together A solid organizational culture with defined values is the most commonly adopted talent strategy. It helps shape an organization’s identity and achieve goals. Observation 7: New Normal at Work—Collaboration and Autonomy Fintech organizations are increasingly positioned for dynamic and cross-disciplinary teaming. In addition, employees are encouraged to go beyond their own organization to co-create solutions with external partners. Increased employee autonomy is used to enhance efficiency. Observation 8: Partnership Building a Top Priority for Growth Fintech players are actively forging partnerships within and beyond the industry to leverage the strengths and capabilities of other organizations. In our survey, over 80% indicated partnership/alliance/ecosystem development as one of their top business priorities. Observation 9: Customer Adoption Hinges on Building Trust It is three times more common for digital-native organizations to face challenges in customer trust than traditional banking organizations. This suggests digital-native organizations are possibly burdened by limited existing clientele, track records, and scale. Observation 10: Regulators—More Frequent Engagement and Adaptive Regulatory Framework There was a strong consensus among those surveyed that the regulators play an instrumental role in industry development. An improvement in regulator engagement was mentioned frequently as being one of the most common challenges in the industry. A regulatory framework adaptive to the continuous evolving landscape of the industry is recommended.