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Establishing a Technology Finance business for an SME Lender wanting to diversify their product offering. 

Founder Find Technology Finance Asset Finance Commercial Loan
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The Situation

This case study explores a successful exclusive recruitment assignment which focused on assisting a UK challenger bank operating in the SME business finance space to establish a new business division, specifically in the field of Technology Finance. 

Position: Founder, Technology Finance

Product: Asset Finance / Commercial Loan

Location: London

Salary: £140,000 + Package

  1. Industry expert with exceptional sector knowledge and awareness.
  2. Active introducer network which also matches lenders credit appetite.
  3. Comprehensive and practical sector Credit & Risk background.
  4. Previous experience of owning P&L, budgets and forecasting. 
  5. Ability to create and implement successful route-to-market strategy. 

Challenges

This particular process presented two key challenges:

1. Identifying a qualified candidate for this position demanded significant effort, both on initial research and execution phases. The candidate would have to possess in-depth sector knowledge, as well as the unique blend of skills to create a new business division. This is a crucial hire and very much the key factor in whether the "product" would succeed. 

2. Attraction of someone good enough to join an unestablished team, with less of a 'safety net' behind them. 

Each of these required Future_find to diligently research, promote and execute our route-to-hire process with extreme precision. 

Method

This was a heavily targeted approach, and due to the incredibly specific skill-set required it was built around pure Search & Select headhunting methods. 

The search mainly pivoted on: 

a) Market-mapping to fully understand the current state of play within the sector; who the key players are, who the drivers of those teams are, and who would fit as a profile to create and lead a new start-up team. 

b) Approaching the correct individuals and selling them on the unique career opportunity our client was providing. 

c) Assuring the correct candidate culture. To begin with, this role and team was budgeted for a single hire. The successful candidate would be coming in alone and would be required to get their hands dirty with a lot of set-up / day-to-day operations, not only sourcing new deals. Something which the successful candidate has to be comfortable with. 

d) Process management and Candidate engagement was also key. Because it was such a limited talent pool that we were working with, we could not afford to have any credible options dropping out of the process. 

Outcome

The process ended in a first time hire after successfully identifying and attracting an ideal candidate. Since inception, the newly established Technology Finance division experienced significant year-on-year book growth, and within a relatively short period (3-4 years), the team has expanded to five members. 

Recruited in budget 

Process ran to time

First time hire 

Sustained book growth over multiple years

Now an established sector team. 

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I worked closely with David when applying for an exciting opportunity to build a new business. This was a unique market opportunity and an exciting next step for me. I always found David to be attentive and on top of things throughout the process. 

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