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
Analysts across finance, risk and data
Compliance officers and regulatory specialists
Payments and product experts
Finance leaders from management to CFO
Pensions and governance specialists, from scheme administration through to trustees
Customer operations teams for regulated environments
Technology talent building the platforms underneath it all
Financial services is a broad and regulated market: banking, payments, fintech, asset management and pensions each hire differently, and we work across them.
How we deliver it
Embedded Recruitment (RaaS) is 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
Recruitment Process Outsourcing (RPO) for established and steady growth financial services firms hiring at sustained volume
Managed Service Provider (MSP) for contractor workforces where IR35 status and screening standards vary supplier by supplier and nobody holds the full picture
Total Talent Solutions to run permanent and contingent hiring as one workforce
Talent Advisory for the projects in between: screening framework design, employer brand, assessment, workforce planning
For a single specialist hire through an agency, our sister brand Gerrard White Consulting covers insurance, technology and change, and legal.
Frequently asked questions
When you are looking for a talent partner, there’s no silly questions. Here we have convered some of the most common, but it may be easier to talk you though it.
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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.