Why Top Finance and Tech Hires are won through conversation, not just credentials

Picture this: Your company is searching for its next top executive in finance or tech. The resumes flood in, each packed with degrees, buzzwords, and impressive titles. Yet, when it comes down to making that crucial hire, it is not always the Harvard MBA or the Google alumnus who wins the offer. More often, it comes down to a conversation, a genuine, insightful back-and-forth that uncovers what no transcript or CV ever could.

Are you relying too much on credentials when picking your next star performer? What if the answer you need is not on a resume, but in a single question during an interview? Could a ten-minute chat reveal more about a candidate than five pages of career highlights?

Before: When resumes ruled the hiring table

The old way of hiring in finance and tech looked something like a checklist. Top schools? Check. Prestigious past employers? Check. Certifications, advanced degrees, and a string of acronyms after your name? Check, check, check. On paper, it all seemed like a safe bet. But as companies like Goldman Sachs, Microsoft, and up-and-coming fintechs found out, impressive credentials do not always translate to performance.

The problem is not just about wasting time or missing out on hidden gems. Relying solely on formal qualifications leads to costly mis-hires, team friction, and missed opportunities for innovation. A Harvard Business Review study found that as many as 80% of employee turnover can be traced back to poor hiring decisions, many of which start with an overemphasis on credentials.

In fast-moving sectors like tech and finance, the stakes are even higher. New technologies, regulations, and client expectations demand more than textbook knowledge. You need people who can adapt, communicate, and lead when the rulebook changes overnight.

The fix: Let conversation lead the way

So, what is the alternative? Companies are flipping the script by putting conversations at the heart of hiring. Skill-based interviews, case studies, and informal chats are replacing rigid screening processes. The goal is not just to test knowledge, but to understand how someone thinks, reacts, and collaborates.

Take the tech industry, for example. Silicon Valley giants regularly invite candidates to hackathons, problem-solving sessions, and open-ended interviews. These conversations allow hiring teams to see how candidates handle ambiguity, pressure, and teamwork. It is not unusual for a self-taught coder with a killer GitHub profile to outshine candidates with computer science degrees from top universities.

Finance is catching up. The rapid growth of fintech means companies need leaders who understand both traditional finance and modern technology. Successful candidates are not just quants or number crunchers. They are also skilled at translating complex concepts into clear business strategies, a talent that only emerges in real conversation.

The magic of soft skills

If you are hiring for a senior role in tech or finance, chances are you are looking for someone who can do more than just crunch numbers or write code. You need leaders who can inspire teams, listen to clients, and build bridges across departments. These are soft skills, communication, adaptability, empathy, and collaboration, and they are becoming the real currency of high-impact hires.

You might be surprised to learn that 92% of talent professionals value soft skills just as much as hard skills, according to LinkedIn’s Global Talent Trends report. In finance, this means hiring people who can explain complex investment strategies to non-experts. In tech, it means finding those who can mentor junior developers or navigate office politics with a cool head.

Stories from the field back this up. At Google, for instance, the hiring team calls their approach “structured conversations.” Candidates are presented with open-ended scenarios and asked to walk through their thinking. The goal is to surface qualities like curiosity, problem-solving, and resilience. These are the traits that move teams forward, traits you will never spot just by scanning a diploma.

Executive search firms, have doubled down on this approach. Their recruiters engage passive candidates in thoughtful discussions, often uncovering game-changing talent that would otherwise go unnoticed. A candidate who is open to a casual chat, even when not actively job-searching, is often the one who brings fresh perspective when you need it most.

Flexibility and balance: The unseen deal-breaker

If you want to win over top talent in finance or tech, you cannot ignore the importance of flexibility. Tech firms have long set the pace with remote work options, flexible hours, and wellness perks. Now, finance is learning that the nine-to-five grind is not a selling point anymore.

Let us talk numbers. A survey found that companies offering flexible work arrangements saw a 28% bump in candidate applications and a 20% rise in employee satisfaction. That is not just good for morale, it is a magnet for high performers who want to make an impact without burning out.

Real-world example: When Goldman Sachs relaxed its dress code and expanded remote work policies, applications from top-tier tech talent jumped. Suddenly, the bank was not just competing with other banks, it was competing with Google, Amazon, and the hottest startups in the market.

If you want your team to attract the best, start by asking questions in interviews that go beyond the resume. Talk about how candidates like to work, what motivates them, and what keeps them engaged. These conversations spotlight cultural fit and long-term potential, things a list of degrees can never guarantee.

After: The new hire who changes everything

When you prioritise conversation over credentials, something powerful happens. Your new hire is not just a cog in the machine, but a catalyst, a leader who brings ideas, energy, and adaptability to the table. They connect with your culture, elevate your team, and stick around for the long haul. You stop hiring for the job description and start hiring for what your company will need next.

Imagine the impact when your CFO is not only a numbers whiz, but also a mentor who builds trust across teams. Or when your lead engineer can translate technical jargon into a pitch that wins clients. These are the hires who drive growth and innovation, and you will usually find them through a conversation, not a credential.

Key takeaways

-Put genuine conversation at the centre of your hiring process to uncover skills and potential that credentials miss.

-Prioritise soft skills, such as communication and adaptability, for roles in finance and tech.

-Offer flexibility and work-life balance to attract high-caliber talent in competitive fields.

-Use real-world scenarios and open-ended questions to assess cultural fit and leadership potential.

-Partner with executive recruiters who value dialogue and relationship-building over resume scanning.

If you want to build a team ready for tomorrow’s challenges, it is time to rethink your hiring playbook. Credentials have their place, but they are just the starting line. The real race is won in the conversations that dig deeper, challenge assumptions, and unlock hidden potential.

So, ask yourself: Are you trusting the right signals when hiring your next leader? What would your interviews look like if you focused less on pedigree and more on perspective? Most importantly, are you ready to let conversation lead the way in building your team’s future?

FAQ: Winning Top Finance and Tech Talent Through Conversation and Skills

Q: Why are conversations more important than credentials in finance and tech recruitment?
A: Conversations allow recruiters to evaluate a candidate’s soft skills such as communication, adaptability, and collaboration, which are critical for success in dynamic finance and tech environments. These discussions provide a deeper understanding of whether a candidate’s skills and values align with the company’s needs, beyond what credentials alone can reveal.

Q: What kinds of skills are most valued in today’s finance and tech hires?
A: In addition to technical expertise (like coding, data management, or cybersecurity), employers highly value soft skills such as effective communication, teamwork, and adaptability. The ability to bridge traditional knowledge with new technology is especially important in these rapidly evolving sectors.

Q: How can companies better assess soft skills during the hiring process?
A: By prioritising meaningful conversations during interviews and engaging candidates in situational or behavioural questions, companies can gauge how candidates handle real-world challenges, interact with teams, and communicate complex information.

Q: What role does flexibility play in attracting top talent?
A: Offering flexible work arrangements, such as remote work, flexible hours, and generous vacation policies, can make companies more attractive to skilled candidates. Flexibility demonstrates respect for work-life balance, which is increasingly important to professionals in both finance and tech.

Q: How can executive recruitment agencies help find the right talent?
A: Executive recruitment agencies excel at initiating targeted conversations with passive candidates, those not actively seeking new roles and assessing both hard and soft skills. Their expertise can help companies identify candidates who not only meet technical requirements but also fit the company culture.

Q: Are traditional degrees and certifications still important when hiring in finance and tech?
A: While formal credentials can still be useful, they are no longer the sole focus. Experience, practical skills, and the ability to communicate and adapt are often considered more valuable in identifying candidates who can thrive in modern finance and tech roles.