VERMELO | FINANCIAL SERVICES & FINTECH RECRUITMENT SOLUTIONS
REGULATED HIRING AT THE PACE OF A SCALE UP
Financial services covers a lot of ground. Banking and payments, fintech, insurance and insurtech, asset and wealth management, and pensions and professional trusteeship. Different candidate pools, different regulators, same tension when it comes to hiring. The market moves fast, the best candidates have options, and yet every offer carries screening obligations, regulatory references and conduct requirements that punish shortcuts. Vermelo builds hiring engines for exactly that: fast enough to win candidates, rigorous enough to survive an audit.
We were named Best Recruitment Process Outsourcing (RPO) Business at the Global Recruiter Awards 2025, and regulated financial services hiring is a large part of why.
Who we recruit
Financial services is a broad and regulated market: banking, payments, fintech, asset management and pensions each hire differently, and we work across them.
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01
Analysts
Analysts across finance, pricing, risk and data.
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02
Compliance, legal and regulatory
Compliance officers, in-house legal and regulatory specialists.
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03
Payments and product
Payments and product experts.
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04
Finance and accounting
Finance and accounting professionals, from qualified accountants to CFO.
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05
Pensions
Pensions managers and scheme administration specialists.
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06
Trustees and governance
Trustees, scheme secretaries and governance specialists.
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07
Customer operations
Customer operations teams for regulated environments.
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08
Technology
Technology talent building the platforms underneath it all.
How we deliver it
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A funding-fuelled growth phase
Embedded Recruitment (RaaS)
The model fintechs and rapid-growth financial services scale-ups reach for most: experienced recruiters inside your team through a funding-fuelled growth phase, switched off when the surge ends, with no per-hire agency fees stacking up.
See how embedded works -
Sustained volume
Recruitment Process Outsourcing (RPO)
For established and steady-growth financial services firms hiring at sustained volume.
See how RPO works -
A contractor workforce
Managed Service Provider (MSP)
For contractor workforces where IR35 status and screening standards vary supplier by supplier and nobody holds the full picture.
See how MSP works -
One workforce
Total Talent Solutions
To run permanent and contingent hiring as one workforce.
See how total talent works -
The projects in between
Talent Advisory
Screening framework design, employer brand, assessment, workforce planning.
See what advisory covers -
One specialist hire
Gerrard White Consulting
For a single specialist hire through an agency, our sister brand covers insurance, technology and change, and legal.
When an agency is the right answer
Not sure which fits?
Two minutes with the finder, or the long version with all eleven hiring models side by side.
Financial services hiring, answered
Scale-ups, funding rounds, pensions and trustees, and what happens when you outgrow the first model.
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No, and it tends to become relevant faster than founders expect. The moment your hiring touches FCA-regulated activity, screening and conduct requirements arrive with it. Recruiters who already work to that standard cost you nothing extra when you do not need it and save you a scramble when you do.
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That is precisely what the embedded model is for. Recruiters deploy in a matter of days depending on the brief, work under your brand through the growth phase, and the subscription flexes down when demand does. No permanent headcount added, no agency fees per hire.
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Then the engagement grows rather than restarts. Embedded is one of five models we run, so a scale-up that starts with one recruiter can move into RPO, add MSP for contractors, or unify the lot under a total talent programme, all with the same partner and the same data.
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Yes, and it is a genuinely different hiring problem. The candidate pool for scheme secretaries, pensions managers, trustees and governance specialists is small, most people in it are known to each other, and very few are actively looking. Job adverts do little on their own. These roles get filled through mapping the market, approaching people directly, and being able to have a credible conversation about scheme work rather than generic financial services.
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Analysts across finance, risk and data; compliance officers, in-house legal and regulatory specialists; payments and product experts; finance and accounting professionals, from qualified accountants to CFO; pensions managers and scheme administration specialists; trustees, scheme secretaries and governance specialists; customer operations teams for regulated environments; and the technology talent building the platforms underneath it all.