Services Corporate & Founder Support
Recruitment
What makes recruitment
in regulated tech different?

In regulated and high-growth technology businesses, hiring is rarely just about finding someone with the right title on their CV. The real question is whether the candidate can operate in the stage, geography and risk environment the business is actually in.

A candidate may look impressive on paper and still be a poor fit if they have only worked in much larger organisations, in very different regulatory settings, or in roles where they were maintaining systems rather than building them.

What should be defined before the search begins?
Before beginning the process, management should usually be clear on:
  • 01 What the role is genuinely responsible for;
  • 02 What decisions the person will own;
  • 03 Whether the business needs a builder, a manager, or a subject-matter specialist;
  • 04 What experience is essential and what is merely desirable; and
  • 05 How success in the role will be measured in the first 6 to 12 months.
How should candidates be assessed?
A sensible assessment process often includes:
  • A role specification that reflects the business as it really is;
  • Interview questions tied to actual scenarios the candidate will face;
  • Practical exercises or case studies for key hires; and
  • Careful review of references, fit and judgment, not just credentials.
What often goes wrong?
The most common failure is that the company hires for reassurance rather than fit. That is how businesses end up with polished candidates who interview well, sound senior, and are not actually suited to the role that needed filling.
Network introductions
Disputes
View All Services Book a Call