Finextra has launched the ‘Breaking into Fintech’ series: a new series targeted at equipping applicants with the tools and information they need to dive into the world of fintech. We will reach out to some of the globe’s leading fintechs for insider tips to help your application shine.
Kicking off the series, we chatted with Helen Beurier, chief people officer at Zopa bank to provide those looking to work in fintech with insights into the industry.
Zopa started off as a peer-to-peer lending company in 2005 but has since evolved into a provider of deposit accounts, credit cards, and personal loans.
What strengths are you looking for in a candidate?
Speaking to Beurier about the financial industry, she outlined that there are three key aspects that candidates should be aware of when applying for positions in financial services:
- History and structure - candidates should know how the industry is structured and who the established players are in the area they are applying,
- Products and services - they should recognise which products and services are on offer, and what services the company that they are looking to join offers,
- Current industry trends - candidates should be keeping an eye out for emerging trends that can indicate where the industry is going.
These points of reference will also serve those going to interview.
What does Zopa offer their employees?
“Our reputation and success – we are established in Financial Services as a leader and innovator and seen as a fast mover, the amount we have in loans and savings, and fundraising and profitability, excellent customer Trust Pilot scores and our employee
engagement is the highest it’s ever been.”
The company has described its collaborative, autonomous, agile, and innovative culture as a differentiating factor.
Beurier adds that their “Tech and Product capabilities built in house from the ground up (which is very cool) also sets up apart from our competitors. Agile, ship-fast attitude whilst following best practices.”
What does Zopa want from their ideal candidates?
“We place significant value on diversity and therefore do not have an ideal candidate profile. The specific skills and experiences required vary with every role that we recruit. In general, we look for candidates that share our Zopa values: customer champion,
fearless choices, win smarter, walk the talk and in it together.”
How should I change my social media accounts before applying for a job?
Most companies use LinkedIn to gain an insight into the potential of possible hires. Zopa is no exception. When looking for candidates, successful profiles highlight both educational and professional achievements and have a clear overview of their career.
Zopa is also interested in interesting aspects of your character – such as personal interests and extra-curricular activities.
“Your LinkedIn profile doesn’t need to be as comprehensive as your CV, but it’s often the first thing our Recruiters and Managers see so it needs to represent you and what you can offer in the best light possible.”
What roles is Zopa currently hiring for?
Currently, Zopa is looking to fill positions in tech, risk, finance, data, customer operations, and
more.
Why work at Zopa?
Along with online training and development courses, Zopa offers three training programmes for its employees: in mentoring, apprenticeship, and leadership: “Firstly we support individuals learning from each other within the business, through our Mentoring
programme. Secondly, to upskill new and existing Zopians we have an apprenticeship programme and thirdly, we are just launching our brand-new Leadership Academy to enable our managers to develop the required leadership behaviours to effectively lead their
teams through this exciting next phase at Zopa.”
Zopa employees have adopted the hybrid working method, with most coming into the London office between one and three days during the week. There is more flexibility for remote options that are agreed upon within teams.
What can Zopa do for you?
Zopa provides their workers with the option to work anywhere in the world for 120 days per UK tax year, with approval and right to work in that country.
When it comes to benefits, the company offers life assurance, pension, a referral scheme, and new parents leave for 16 weeks at full pay.
Tell us about the success stories of employees that have risen through Zopa’s ranks.
Career progression of Zopa employees is evident in their stories of how current employees have succeeded and grown within the company.
“Daniel has gone from senior associate to running auto loans in about two years, and there are lots of others like Alastair, Josh, and Purnima who have progressed to taking on significant roles. There have also been horizontal shifts, such with people like
Gavin (tech to product), and Georgia (operations to first line risk and lots of vertical progression).”
Want to see more fintech opportunities? Visit the Finextra Job Board for hundreds more roles, and bookmark the link for regular check-ins.