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What the First Half of the Year Tells Us: 2025 Tech Hiring in BFSI

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The hiring landscape across technology, data and cyber in BFSI has shifted again. Hiring is more deliberate, more strategic and more company-driven than ever before.

While salaries have largely held steady this first half, the expectations placed on both sides of the hiring equation have intensified. Employers want broader skillsets, proven impact and the right “fit” for the business. Candidates want quicker decisions and a transparent view of what they’re signing up for.

Let’s unpack what’s happening:

Salaries Are Holding… But the Ask Is Rising

Across cloud, cyber, software engineering and project delivery, salaries remain relatively stable – but that doesn’t mean the bar hasn’t been raised.

Roles like:

Azure Platform Engineers: $170k – $200k base

Project Managers (Data & Integration): $170k – $190k base

Cyber Security Engineers (IAM / PAM / Cloud Security): $160k – $190k base

Software Engineering Manager (Java): $210k – $230k base

Data Engineer (Quant): $200k + base

Clients are asking for more: not just someone who can code or configure, but professionals who can lead change, manage risk and translate technical outcomes into business wins, along with the right personality and fit for the business. Showing you’re empathetic, a leader in what you do and your personality in interviews, is more important than ever.

Speed Is the New Differentiator

The biggest complaint from candidates in the first half of 2025? Lagging processes.

We’ve seen top-tier technology talent pull out of processes after 2 – 3 rounds – especially when final interviews drag on with no clear follow-up. One candidate we placed recently had four offers on the table within 10 days. The client who moved fast and was the most transparent got the hire. The others? Ghosted.

This is becoming a theme for candidates applying directly to companies, we’ve heard of multiple cases where these solid candidates have had a couple interviews, then received no update, no communication or anything, ghosted by the company (and these are top tier BFSI firms!).

If you’re keen, move. Waiting a week after a final interview is no longer the norm – it’s a dealbreaker.

EVP: Not Just for Grad Programs Anymore

Once a buzzword for campus brochures, Employee Value Proposition (EVP) is now front and centre for technology professionals in BFSI. They want to know:

  • What’s the mission?
  • What problems are we solving?
  • Who will I work with and learn from?
  • Will I be adding to legacy tech… or helping uplift and retire it?

Companies with a clear purpose, modern stacks and strong leadership are winning top talent – even when they don’t offer the highest salary, because of the clear direction and drive candidates can see from interviewers.

Roles Are Sharpening across BFSI

Hiring has slowed slightly in core infra functions especially BAU support, but has risen in high-impact areas:

  • Cloud platform uplift (Azure, GCP, hybrid multi-cloud)
  • Zero Trust architecture implementations
  • Cloud-native and container security
  • Data Warehousing implementations (SnowFlake)
  • Finance Uplifts (GL, AR, AP etc)
  • Real-time monitoring and observability tools (e.g. Datadog, Prometheus)
  • M&A activity

Cyber roles, especially in IAM, PAM and regulatory-aligned security uplift, are in demand as APRA’s CPS230 deadline looms. Delivery talent with experience implementing these controls will be increasing in H2.

Also companies are wanting the mix of technical and business knowledge for roles in Finance uplifts, being able to extract and implement as well as work with the Finance team to improve and automate processes.

 

Data and Projects: More Governance, Less “Growth at All Costs”

While there’s no shortage of demand in data, the lens has shifted. Clients are now more focused on governance, lineage and architecture than dashboards and ML.

Project Services roles are also tightening. There’s been a pullback on generic PMs and BAs – but demand remains strong for:

  • Project professionals with experience in separation, integration or regulatory uplift
  • Project professionals who are specialised in the industry and not generalists (Trading, Investment Banking, Funds/Investment within Front/Middle/Back office specific roles)
  • Those who can speak both agile and enterprise
  • Hybrid BA/PMs who can own delivery with minimal hand-holding, with technical capability

Michael – Software Engineering

While it might seem that layoffs could create a surplus of talent across the Software Engineering market, we are in the quiet period prior to the new financial year when new projects are on hold, pending budget approvals and strategic planning for the upcoming financial year.

Many companies are doubling down on innovation to recover from economic downturns. This focus often leads to new projects and initiatives that require skilled software engineers across niche areas within financial services who understand the ins and outs of the industry, to innovate and adapt to the current market and emerging trends and technologies.

This overall creates a Demand for Specialized Skills such as AI, machine learning, Automation and cybersecurity. The integration of AI and ML into software engineering is only going to accelerate as there’s a continued interest across Engineers desire to keep up to date with emerging technologies, with a large portion of candidates expressing not only interest in the matter but side project and personal development/learning on the subject.

However, what are the challenges and considerations for Financial Services Organizations to undertake before leaning too heavily towards AI?

  • The regulatory landscape around AI in finance can create uncertainty, as institutions must remain compliant while innovating.
  • Dependence on AI systems can create vulnerabilities; if these systems fail or produce errors, it can disrupt financial operations and lead to significant losses.
  • Poor quality or inaccurate data can lead to flawed AI models, resulting in incorrect predictions and decisions.
  • AI systems can amplify biases present in the training data

 

Amaleen – Project Services

The first half of 2025 has been a challenging but strategically important period for project services within the financial services sector. While budgets remain tight and many large-scale transformation programs have been scaled back or deferred, organisations have continued to invest in targeted initiatives aimed at making their operations more efficient, scalable and resilient. This includes the implementation of core systems, cloud-based data platforms and enterprise data warehouses all designed to streamline processes, reduce long-term cost and prepare for regulatory and AI-led change.

Much of the project activity has been driven by regulatory pressure, particularly around APRA’s CPS 230, alongside ongoing mergers, divestments and business model realignment across banking, superannuation and insurance. These forces have created strong demand for specialist Business Analysts and Project Managers with experience in regulatory compliance, niche systems, vendor management, and data governance.

At the same time, there’s been a clear shift away from hiring generalists, with companies prioritising domain-specific expertise and a proven ability to deliver outcomes in complex, highly regulated environments. While AI is a growing focus, most projects remain in foundational stages, with a heavy emphasis on data quality, lineage and governance. In this environment, professionals who can demonstrate specialisation, adaptability and strong business alignment have remained in high demand.

 

Shannon – Executive Search

The first half of 2025 in the BFSI sector has seen a cautious but strategic demand for senior leadership talent, particularly Program Directors, Heads of PMO and Transformation Leads, on a contract and advisory basis. With major financial institutions focused on cost optimisation, regulatory uplift and tech stack simplification, many have opted for experienced leaders who can hit the ground running to stabilise delivery, reset governance or execute short-term remediation. While permanent hiring at the senior end has been subdued, there’s been consistent interest in outcome-based engagements, especially across banking, investment management, and insurance, where firms are navigating complex change with leaner teams. For senior professionals, short-term contracts and advisory gigs have become a pragmatic bridge in a market where executive roles are still rebalancing post restructuring cycles.

Looking ahead to the second half of 2025, we anticipate a wave of large-scale investment system transformation programs gaining momentum, particularly across investment managers, superannuation funds and custodians. Programs involving platforms like Charles River, BlackRock Aladdin and SimCorp Dimension are expected to move from planning to execution, creating demand for Program Directors and Heads of Transformation with direct experience navigating vendor selection, data migration and integration into complex multi-asset environments. C-suite stakeholders are prioritising these initiatives as critical enablers for front-to-back alignment, improved risk transparency and scalable growth. As a result, leadership hires with proven success in delivering enterprise-wide investment platforms, especially across multi-manager or multi-entity structures, are increasingly viewed as key strategic appointments, even amidst tighter budgets and board-level scrutiny.

Alongside these system rollouts, data is becoming a central pillar of transformation across the BFSI sector. Organisations are moving from fragmented, reactive reporting toward integrated data strategies that support predictive insights, performance analytics and operational efficiency. There’s a strong push to build enterprise-wide data governance frameworks and embed data-as-a-service models that allow front office, risk and compliance functions to operate from a single source of truth. As such, senior leaders with a track record in aligning investment platforms with scalable, cloud-native data architecture will be increasing, not just for delivery, but to steer long-term data maturity and digital investment capability.


Shannon Stobbs – Manager – LinkedIn

Kapital Consulting is a niche Fintech Recruitment Business specialising in Technology, Project Services and Data Recruitment across Australia. For more information connect with us on www.kapitalconsulting.com.au and follow us on www.linkedin.com/company/kapital-consulting

 

How Regulatory Change is Shaping Project Delivery in Fintech

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Australia’s financial services sector is evolving rapidly; from the rise of AI-enabled portfolio tools, digital investor platforms to the growing demand for transparency and personalisation. Beneath this innovation, regulatory change is quietly but fundamentally reshaping how projects are planned and delivered.

For Business Analysts (BAs) and Project Managers (PMs), compliance is no longer just a final-stage checkbox. It is embedded in every sprint, every feature, and every system design. Whether you’re in payments, funds and investments, or capital markets understanding the regulatory landscape is essential to delivering projects.

The Expanding Web of Regulation

Regulatory oversight in Australia is tightening in response to increased digitalisation, complexity and consumer expectations. Key drivers shaping project delivery across financial services include:

  • Consumer Data Right (CDR) – expanding from banking to energy and open finance, impacting data consent, APIs, and privacy
  • ASIC’s Design and Distribution Obligations (DDO) – requiring firms to define target markets and monitor product performance
  • Breach Reporting Reforms (under RG 78) – mandating more timely and transparent reporting of compliance failures
  • Operational Risk Management (CPS 230) – APRA’s new cross-sector standard on operational resilience, applicable from July 2025
  • Greenwashing Crackdown – ASIC’s enforcement of accurate ESG claims in product disclosures and marketing
  • T+1 Settlement Reform – coming in 2026, requiring faster post-trade processes and operational readiness
  • ASIC’s INFO 225 and INFO 269 – guidance on digital advice and the responsible use of artificial intelligence in financial services
  • Data breach obligations under the Privacy Act and the Notifiable Data Breaches (NDB) scheme

These regulatory shifts are not just legal concerns, they influence how platforms are architected, how teams collaborate and how value is delivered.

Five Ways Regulation Is Reshaping Project Delivery

1. AI: Emerging Enabler and Risk

AI is increasingly being used across financial services as a project delivery professional, it’s essential to start building a working knowledge of how these technologies are applied. This is especially important as ASIC has signalled growing expectations around algorithmic transparency, bias management and appropriate use — particularly under licensee obligations (RG 255, RG 274).

In parallel, the Australian Government has proposed 10 guardrails to guide the safe and responsible use of AI. This includes principles such as fairness, privacy protection, accountability and contestability. These guardrails are becoming key reference points for how financial institutions design, deploy and govern AI tools.

BA Insight: This means clearly documenting how AI models operate, what data they rely on and how they align with responsible use standards.

PM Insight: This means allocating time for explainability, model validation and ethical review gates especially in consumer-facing features.

AI tools can assist but must be governed. Always validate AI-generated documentation or insights through legal and compliance SMEs to ensure alignment with both regulatory guidance and ethical expectations.

2. Cross-Functional Regulatory Design

Australia’s regulatory obligations are no longer confined to legal and compliance teams.  They now span across technology, product, UX, data, risk and operations which is why cross functional collaboration is so important. Regulatory change impacts not just what firms build, but how they build it and who needs to be involved.

Take ASIC’s Design and Distribution Obligations (DDO) as an example. DDO requires financial services firms to:

  • Clearly define a Target Market Determination (TMD) for each product
  • Track how customers are actually using the product versus how it was originally intended
  • Take action if the product is being misused or causing harm

This isn’t just a legal compliance issue; it affects how UX is designed, how product usage is tracked through analytics and how data is collected and shared across systems. In other words, it’s a cross-functional challenge.

BA Insight: Capture DDO, AML/CTF, or ESG requirements early in your functional specifications. Don’t treat these as afterthoughts or constraints, treat them as foundational inputs that should shape the product from the beginning.

PM Insight: Bring legal, compliance and risk teams into the delivery process early. Treat them as collaborative partners, not gatekeepers. Create structured touchpoints like joint backlog reviews and sprint checkpoints to help make proactive risk and compliance decisions.

3. Agile + Governance = The New Normal

While fintechs often favour agile for its speed and flexibility, Australian regulators increasingly expect traceable, testable and auditable outcomes. This has led to a rise in hybrid delivery models; agile at the team level, with governance at the program level.

Traditionally, governance was linked to Waterfall delivery, with formal stage gates and approvals at each phase. However, today’s governance focuses on ensuring compliance and traceability without needing to follow a rigid Waterfall structure. Agile teams can integrate regulatory checks into their iterative processes to meet these expectations while maintaining flexibility.

BA Insight: Maintain clear traceability between user stories and regulatory obligations. For example, link user consent stories to CDR and Privacy Act compliance.

PM Insight: Build “regulatory checkpoints” into sprints or milestones. For example, include mandatory legal sign-off before releasing updates that impact product terms, disclosures, or consent flows.

This hybrid approach combines the agility of iterative delivery with the rigor of governance, ensuring compliance without sacrificing speed.

4. Operational Resilience and Readiness (CPS 230)

CPS 230, effective July 2025, requires all APRA-regulated entities to strengthen their controls over critical operations, third-party vendors and incident response. The standard emphasises operational resilience, meaning financial firms must be prepared to continue operations even in the face of disruptions such as cyberattacks, system failures or vendor issues. This places new pressure on projects to build resilience from day one, rather than bolting it on later.

The regulation covers areas like disaster recovery, backup systems and maintaining service continuity for critical functions such as client funds, payments and trading. It also requires companies to assess and manage the risks posed by their third-party vendors, ensuring these external partners are held to the same resilience standards.

BA Insight: Document service criticality and third-party reliance early in your requirements, particularly for products that handle client funds, trading or payments. Ensure resilience requirements are clear and traceable in functional specifications.

PM Insight: Map out dependencies on cloud platforms, data providers or outsourced operations teams. Ensure business continuity and resilience are factored into the early phases of the project, including disaster recovery and incident response plans.

5. Increased Demand for Data Governance and Disclosure

Regulators are placing greater emphasis on data governance and disclosure, expecting real-time visibility and evidence-backed transparency into how firms operate and make decisions. This includes areas like ESG (Environmental, Social, and Governance) transparency, breach reporting and investor disclosures. Fintechs are no longer just required to prove that their products work; they must also demonstrate that these products are fair, responsible and meet their advertised promises.

This means fintechs must provide clear and verifiable evidence that their products align with regulatory expectations and operate in a way that doesn’t mislead or harm customers. This trend is driving increased demand for proper data governance and audit trails to ensure that all claims (especially those related to ESG) are substantiated and can be easily tracked.

BA Insight: Work closely with data and reporting teams to ensure traceability from input data to customer output. Ensure ESG claims are substantiated with verifiable metrics (ASIC’s Info Sheet 271 outlines expectations).

PM Insight: Plan for parallel build and assurance processes. This often means preparing audit evidence in advance of go-live, particularly for products that will be reviewed by APRA or ASIC. Ensure that all regulatory compliance checks are completed and signed off before launch to avoid post-launch issues.

The Expanding Role of Project delivery

In this new era, BAs and PMs are not just delivery professionals; they are risk navigators, regulatory translators and compliance advocates. Core capabilities now include:

  • Interpreting ASIC, APRA and OAIC guidance
  • Translating obligations into functional and non-functional requirements
  • Supporting change impact assessments across people, process, and tech
  • Preparing delivery artefacts for compliance reviews or audits
  • Bridging the knowledge gap between legal, product, data and tech

As innovation in technology finance, AI and consumer expectations accelerates, regulatory pressure in Australia is only intensifying. With the rise of standards like CPS 230, increased expectations around AI governance, ESG disclosures and real-time compliance, the old approach of bolting on regulatory checks at the end is no longer viable.

Today, regulatory design is becoming central to delivery. For Business Analysts and Project Managers, this means shifting from reactive compliance to strategic integration; embedding regulatory thinking into planning, execution and cross-functional collaboration.

Done well, compliance is no longer a blocker. It’s a blueprint for building trust, moving faster and scaling with resilience.

Amaleen Ibrahim – Consultant – LinkedIn

Kapital Consulting is a niche Fintech Recruitment Business specialising in Technology, Project Services and Data Recruitment across Australia. For more information connect with us on www.kapitalconsulting.com.au and follow us on www.linkedin.com/company/kapital-consulting

Overcoming Job Search Burnout: How to Stay Motivated When the Going Gets Tough

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The job search journey can be a tough one. At first, you might feel excited about the possibilities, but after weeks – or even months – of applying with little to no response, it’s easy to start feeling drained. Rejection emails, or worse, radio silence, can quickly take the wind out of your sails. And when it feels like you’re getting nowhere, burnout is a very real risk.

But don’t worry! You’re not alone, and there are ways to keep your energy and motivation levels high as you continue your search.

Here are some strategies to overcome job search burnout and keep moving forward with confidence.

1. Set Small, Achievable Goals

Job searching can feel overwhelming when you’re focused on the big picture – getting that new role. Instead of only focusing on the end result, break it down into smaller, manageable tasks. For example:

  • Apply to X number of roles each week
  • Reach out to Y people on LinkedIn
  • Tweak your resume for Z roles

Celebrate each small win along the way. By focusing on incremental progress, you’re less likely to feel weighed down by the process.

 

2. Create a Job Search Schedule

Treat your job search like a job in itself. Set specific hours each day to work on it, and just as importantly, give yourself permission to switch off outside of those hours. This way, the search won’t take over your life, and you’ll still have time to recharge. Having a schedule also helps you avoid feeling like you’re “constantly looking” without any breaks – keeping burnout at bay.

 

3. Keep Track of Your Applications

As your job search expands, it’s crucial to keep track of where you’ve applied and who you’ve spoken with. Whether you’re sending applications directly to companies or working through recruiters, organisation is key. The last thing you want is to mix up companies or lose track of conversations.

Use a simple spreadsheet or even your notes app:

  • The company name and job title
  • The date you applied
  • The recruiter or contact person you spoke with
  • Any follow-up actions required (and when you should follow up)

This makes it easier to stay on top of things when someone calls you regarding a role or when you need to follow up with a hiring manager. Bonus: it keeps you feeling productive, which can boost your motivation.

 

4. Personalise Your Resume for Each Role

If you’re sending out the same resume for every role, this might be why you’re not getting the responses you’re hoping for. Customising your resume for each application can make a world of difference. Highlight skills and experience that match the job description and company’s needs. You don’t need to overhaul it for each application, but small tweaks can make your resume stand out.

Think of it as fine-tuning your message: a targeted resume shows hiring managers you’ve taken the time to understand the role and that you’re serious about the opportunity.

 

5. Reach Out to Past Managers and Contacts

If you’re feeling stuck in your job search, consider reaching out to former managers, colleagues, or professional contacts. They may not have an opening themselves, but they might know of other opportunities or be able to provide introductions to someone who is hiring. Networking is still one of the most effective ways to land a job, and a warm introduction can fast-track you ahead of other applicants.

Don’t be shy about reaching out – most people are happy to help, especially if you’ve had a positive working relationship in the past.

 

6. Stay Engaged on LinkedIn

Being active on LinkedIn is a great way to keep your profile visible to potential employers and recruiters. Make sure your LinkedIn profile is up-to-date with your latest skills, experiences, and accomplishments.

Engage with your network by commenting on posts, sharing articles, and joining discussions relevant to your industry. This shows you’re staying active in the field, even during your job search. Plus, LinkedIn is full of job opportunities that aren’t posted on traditional job boards – so stay connected!

 

7. Make Time for Self-Care

It’s easy to burn out when job searching takes over your day-to-day life, but it’s crucial to carve out time for yourself. Take breaks, practice mindfulness, or do something that energises you, like exercising or pursuing a hobby. Maintaining a healthy work-life balance – even when you’re searching for work – helps keep your mindset positive.

It might sound counterintuitive, but stepping away from the job search for a bit can help you return to it with fresh energy and renewed motivation.

 

8. Ask for Feedback and Keep Improving

If you’re consistently getting to interview stages but not landing the role, consider asking for feedback from hiring managers or recruiters. Constructive criticism can give you insights into what you need to improve, whether it’s your interview technique, how you present your experience, or even how your resume is being perceived.

At the same time, use this period to sharpen your skills. Take online courses, attend webinars, or work on personal projects that keep your skillset fresh and competitive. It shows that you’re proactive and committed to growth, which employers value.

 

9. Stay Positive and Keep Pushing

It’s tough, but try not to let setbacks define your journey. The job search is full of ups and downs, but persistence is key. Keep reminding yourself that each “no” brings you closer to the right “yes.” Surround yourself with supportive friends, family, or colleagues who can offer encouragement and help keep your spirits up.

Job searching can be exhausting, and burnout is a common challenge. But by staying organised, continuously improving your skills, and leaning on your network, you can avoid feeling stuck and keep moving forward.

Remember, the right role is out there for you – you just need to stay patient, focused, and motivated. You’ve got this! 💪

Shannon Stobbs– Manager – LinkedIn

Kapital Consulting is a niche Fintech Recruitment Business specialising in Technology, Project Services and Data Recruitment across Australia. For more information connect with us on www.kapitalconsulting.com.au and follow us on www.linkedin.com/company/kapital-consulting

Complete Guide To Preparing For An Interview

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Interviews can feel intimidating, but proper preparation can go a long way in easing those nerves. Remember, an interview is a two-way street—it’s your chance to assess if the company aligns with your values and career goals. The key is to be yourself, stay engaged, and let the conversation flow naturally. In this guide, I’ll walk you through practical steps to help you feel confident, prepared, and ready to make a great impression. Let’s dive in!

1. Interview Format and Logistics

Start by confirming the interview format—whether it’s behavioural, technical, case study, or panel—so you can tailor your preparation. If the interview is virtual, test your microphone, speaker, and camera ahead of time to ensure everything works smoothly. For in-person interviews, check the address in advance, plan your route or parking, and aim to arrive 10-15 minutes early.

 

2. Do Your Research!

Understand the Company: Explore the company’s website to understand their mission, values, and recent accomplishments. Stay informed by reviewing their social media channels (Linkedin) and news mentions for the latest updates. Additionally, research their competitors and the industry challenges they are navigating.

Know Your Interviewer: Once you know who you’ll be meeting, do a bit of research—LinkedIn is your best resource here. Look into their title, background, and previous industries or companies they’ve worked in. This insight will help you tailor your responses effectively.

If you’re meeting with a technical interviewer, focus on showcasing your technical skills. If it’s someone from HR, emphasise how your values and personality align with the company culture.

Know the Role Inside Out:Thoroughly review the job description and align it with your skills and experiences. Whether it’s particular technologies or projects how and when have you done or used these things and have examples ready to talk upon.

 

3. Practice Common Questions

Prepare answers for questions like:

“Tell me about yourself.” – When answering this question, aim for a 30-second overview of your career journey and what drives your passion for the work you do. Start with your current role, highlighting relevant skills, technologies, or recent projects. Briefly touch on your background, focusing on key roles, industries, or education that align with the position—keeping it relevant (skip the 1999 job). Lastly, add a personal touch by sharing a value, goal, or hobby that reflects who you are beyond your professional experience.

My personal example – I studied medical science and nursing when I finished school and knew I enjoyed helping people. However, realised that a career in nursing wasn’t going to align with my life. I fell into recruitment by chance while I was studying. I started in blue collar then moved my way into tech and now fintech. My values haven’t changed I love helping people and I get to do that every day through recruitment. At Kapital I look after a variety of different areas across project services, infrastructure and cyber however my key focus is always change management and projects. I enjoy assisting clients in building out teams for new system upgrades, implementations, integrations, separations anything that involves change. The positive in this is I’m not siloed into a particular area because one day I could be building out a team of testers for a system upgrade and the next I could be looking for a Workday consultant for a new HCM project. I get to learn about niche technologies every day and still am #helpingpeoplesucceed!

Okay so now that I have told you about myself, practice how you would do this about yourself

“What are your strengths and weaknesses?” Nobody wants to hear, “I’m always late” or “I’m terrible at staying organised.” Instead, spin your weakness into a positive: “I’m so passionate about my work that I sometimes struggle to switch off, finding myself answering emails from the couch at night.” It’s honest, but with a productive twist!

“Why do you want this job?” Sure, we all need to pay the bills—but that’s not the answer they’re looking for. Instead, align your goals with the role: explain how this position fits perfectly with your career ambitions and why it’s the ideal next step in your journey.

 

4. Practice Technical Questions

If you’re gearing up for a technical interview, it’s wise to refine how you discuss your daily responsibilities. You might handle these tasks every day, but when the pressure’s on, articulating them clearly and coherently can be more challenging than you think.

So, where should you begin? Start with the job description! Turn each responsibility and requirement into a question. For instance, if the requirement is “building out Selenium frameworks using Java,” ask yourself the “how,” “when,” or “where,” and voilà—you’ve created a technical question.

Now that you have your questions, how do you respond? The STAR method (Situation, Task, Action, Result) is a fantastic way to structure your answers. Incorporate real-life examples to illustrate when and how you tackled those tasks, utilized specific technologies, or contributed to projects. For example: “At Company X, I was responsible for building the Selenium framework using Java. I collaborated with XYZ team to implement upgrades that enhanced testing for XYZ.”

Continue this process for all the requirements and responsibilities until you feel confident discussing your technical expertise in a fluid manner, regardless of the questions thrown your way.

Remember, the interviewer can’t assume you’ve done these things just because they’re on your CV. It’s crucial to communicate your experiences and insights directly!

 

5. Prepare For Behavioural Style Questions

Behavioural style questions are designed to assess how you’ve handled specific situations in the past, giving employers insight into your problem-solving skills, adaptability, and teamwork. Using the STAR method (Situation, Task, Action, Result) will help you structure your responses effectively. When using this method it is important to relate this to a real life scenario that has happened in the workplace and how you managed it.

Some common questions to practice include:

  • “Describe a time when you had to solve a complex problem under pressure.”
  • “Tell me about a time when you analysed data to make an important decision.”
  • “Give an example of a situation where you identified a gap in a process and suggested improvements.”
  • “Tell me about a time when you had to quickly adapt to a new technology or process.”
  • “Describe how you worked with a challenging colleague or stakeholder to complete a project.”
  • “Share an example of how you communicated complex financial concepts to a non-technical audience.”

 

6. Prepare Your Own Questions

Employers appreciate candidates who ask thoughtful questions. Some good ones include:

“What does success look like in this role?”

“How would you describe the team’s dynamic and culture?”

“What are the company’s goals for the next 6-12 months?”

 

7. Look the part

Even if it’s a virtual interview from the comfort of your home, make sure your attire is appropriate—opt for a polo, dress shirt, or business attire to maintain a professional appearance. Equally important is your body language: bring positive energy by smiling, maintaining eye contact, and sitting upright to show you’re engaged and focused throughout the conversation.

While interviews can seem daunting, thorough preparation is key to turning nerves into confidence. By understanding the format, conducting in-depth research, and practicing your responses to both technical and behavioural questions, you’re setting yourself up for success. Remember to express your genuine self and engage in meaningful dialogue—after all, it’s a chance for you to assess if the company aligns with your aspirations, just as much as it is for them to evaluate you. With the right approach, you can transform an intimidating process into an exciting opportunity for growth and connection.

Amaleen Ibrahim – Consultant – LinkedIn

Kapital Consulting is a niche Fintech Recruitment Business specialising in Technology, Project Services and Data Recruitment across Australia. For more information connect with us on www.kapitalconsulting.com.au and follow us on www.linkedin.com/company/kapital-consulting

How to Write a Resume That Gets You Noticed in Fintech

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Your resume is one of the most important documents you will ever write in your life! Without a good resume you could be selling yourself short and limiting your opportunities. Recruitment has really changed over the years with technology evolving, AI coming into play with screening resumes and organisations really honing in on specifics.

Most of the time internal talent teams and niche recruitment agencies really know what they are looking for in your resume. If you follow along with our tips to writing an outstanding Resume you will present yourself in the best way possible in this competitive market.

Clear format

View and follow our Resume Builder Template; If you don’t know where to start or maybe you would like to refresh your resume this is the perfect place to start. Our resume builder has a very detailed and thorough explanation on how to write the perfect Resume. However let’s take it back to basics – headings, bold, underline, spacing making sure to include these between each role will make your cv easy to digest.

Be proactive in understanding the job description

How can you present yourself in the best way if you are using one generic resume which you use to apply to a multitude of roles. Read the job description what are the key areas that the hirer is looking for, what are the key skills they need, what industry are they in? Think very specific not just finance or banking are they a custodian? Or maybe an investment bank or a super fund? Are they dealing with middle office systems or working in the technology risk team or dealing with APRA regulations?

Once you understand this tailor your resume according to their needs. If you can’t gather the information, you need there’s no harm in attaching a cover letter explaining yourself or sending an email with your application asking for more information. However, if you notice you aren’t meeting the key requirements that are listed then maybe this role isn’t the one for you.

As a fellow recruiter mentioned recently “just because you want the job doesn’t mean you’re right for it”.

Keywords

I cannot express how important this is! Incorporate specific keywords related to the industry and your type of work. This will help your resume get noticed when the reader is searching resumes for those particular words.

Think very specific with these it could be industry keywords as an example “front/middle or back office” or “fund administration” or “unit pricing” or “high frequency trading/HFT” or “Simcorp dimension” rather than the typical finance systems, finance, banking.

Further keywords can also be related to technologies or regulations or particular actions (implementation etc). Mention the specifics of your role such as “implementing system xyz” or “APRA CPS 234” or “developing system xyz in Java”.

What to include

Now that you know how to build out the body of your resume lets dive into the headings you must include in your CV.

Start with a professional summary summing up your experience, include a brief introduction, years of experience, core skills and achievements and career objectives be very specific in this including keywords.

Then move onto your experience listing your title, company, and the month and year you were in that role, finishing with an achievements section under each role, remember to keep this relevant and recent, no one needs to know about your customer service experience at Woolworths back in 2001.

Further include education and certifications section including university degrees, Diplomas, and other certifications.

Finally sum it up with a skills and expertise section listing all the technical tools, systems, programming languages, regulations etc. that you have worked on, this final section should be almost like a quick snapshot of all your keywords.

To view the full resume template, email jobs@kapital.com.au or DM Amaleen Ibrahim

 

Amaleen Ibrahim – Consultant

Kapital Consulting is a niche Fintech Recruitment Business specialising in Technology, Project Services and Data Recruitment across Australia. For more information connect with us on www.kapitalconsulting.com.au and follow us on www.linkedin.com/company/kapital-consulting

How to Stand Out in a Competitive Job Market: Strategies That Get You Noticed

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Let’s be real: today’s job market is tough. It’s competitive, cutthroat, and at times, downright exhausting. You’ve probably spent countless hours scrolling job boards, tweaking your resume, and contemplating your life’s choices. But let’s flip the script. Instead of blending into the job-seeking masses, what if you could stand out and get noticed (for all the right reasons)?

This guide will show you how to rise above the noise, sharpen your job search game, and catch the eye of recruiters and hiring managers. No more generic applications or awkward networking – we’re going in with purpose, strategy, and maybe a little bit of humour (because, let’s face it, this process needs some).

1. Perfect Your Resume and Cover Letter: Be Specific, Not Robotic

Your resume is like your job search business card – it tells your story in a nutshell. But here’s the catch: you don’t want it to sound like you borrowed a template from 1999 and filled in the blanks. Instead, craft a resume that screams “I’m the one!”not just “I have qualifications.”

  • Tailor each resume to the specific role you’re applying for. This means ditching the one-size-fits-all approach.
  • Highlight key achievements relevant to the role. Employers don’t just want to know what you did—they want to know how well you did it. Ensure your resume reads clearly with your day to day responsibilities, achievements, team sizes.
  • Keep it concise. A recruiter or hiring manager doesn’t want to read a novel—they want to see results. It needs to be to the point with your overview showing a synopsis of your career history.

And yes, I know writing cover letters is about as fun as assembling IKEA furniture without instructions, but trust me, it can sometimes be worth it, especially when applying directly to a company. Doing so can give you a distinct edge by allowing you to narrate your resume in your voice. It’s like adding a trailer to your movie – it gets the audience intrigued and wanting more.

 

2. Be a LinkedIn Rockstar (And Keep It Real)

Your LinkedIn profile is the professional version of your digital self. If you haven’t updated it since the MySpace era, now’s the time.

  • Profile Picture: No, not that selfie from your cousin’s wedding. Use a professional, yet approachable headshot.
  • Headline: Make it clear and specific. What do you do? What value do you bring? This isn’t the place for “Looking for new opportunities” (everyone knows that if you’re on the job market). Be more interesting – “Software Engineer | Creating Impactful Solutions for Financial Services” is better than “Available for Hire.”
  • Skills and Endorsements: Don’t overdo it. Stick to relevantskills, and don’t ask your neighbor to endorse you for “C++ Programming” if the closest thing they’ve seen you program is a Netflix binge. Sticking to your top 5-10 skills and highlighting them under the skills section or under your employment.
  • Content: Share articles, post your thoughts, and engagewith industry discussions. Show you’re active, thoughtful, and in-the-know. Try to keep it as professional as possible, at the end of the day hiring managers and recruiters have access to your LinkedIn profile, so remember that!

 

3. Seek Out Specialised Recruiters

Generic job boards are good, but specialised recruiters in your field? This can be game changers. Specialised recruiters have the inside scoop on roles that might not even be posted yet. And they can give you advice that’s specific to your industry, rather than vague “how to ace an interview” tips.

  • Connect with recruiters who specialise in your field or industry. Whether it’s FinTech (that’s us at Kapital Consulting – Fintech & Executive Search by the way!), marketing, or supply chain management, find those who know the space inside out.
  • Build a relationship with these recruiters. Don’t just send them your resume. Stay engaged, check in and treat them like partners in your job search journey.

Bonus tip: Once you’ve found a recruiter, communicate clearly about what you’re looking for, what your priorities are and where you need help. If their job isn’t the right fit they shouldn’t be sending you to the client anyway!

 

4. Network with Purpose (Yes, Even Virtually)

Let’s address the elephant in the room: networking can be awkward. But it’s also your best bet for getting in the door.

Start by connecting with people in the companies or industries you’re targeting. Don’t be that person who cold messages someone on LinkedIn with “Hi, can you help me get a job?” Instead:

  • Engage thoughtfully with their posts and comments.
  • Ask questions or advice on industry trends.
  • Attend virtual events, webinars, or local meetups to put yourself in the path of opportunities. (Yes, you’ll need to put on pants.)

Remember, networking is a two-way street. Provide value when you can, even if it’s a fresh perspective or a shared article. Eventually, you’ll be top of mind when opportunities arise.

 

5. Know What You’re Really Looking For

It’s tempting to apply to anything and everything when you’re job hunting, but that’s a fast track to burnout. Be intentional about where you send your energy.

Instead of focusing solely on the salary or title, ask yourself: What gets you out of bed in the morning? And no, I’m not talking about your screaming kids, pets, or an alarm that’s way too loud. I mean:

  • What type of work excites you?
  • What company cultures do you thrive in?
  • Do you want to work remotely, or do you enjoy the hustle and bustle of an office?
  • What skills do I want to develop or showcase in my next role?
  • What kind of leadership or team dynamic works best for me?
  • What are my non-negotiables in a role, besides salary?

Figuring this out before you go on the job hunt saves time and energy. It also helps you target the right roles and stay motivated during the process.

 

6. Use Job Boards Wisely (LinkedIn, Seek, Etc.)

Yes, the major job boards like LinkedIn and Seek are useful. But they’re most effective when paired with a strategy:

  • Set up alerts for new job postings that match your criteria.
  • Apply early and tailor your resume to each role.
  • Track your applications so you know when to follow up.

Also, don’t forget about the smaller, industry-specific job boards. They may not have the volume, but they often have higher-quality listings that are more aligned with your experience.

7. Keeping Track Of Applications (LinkedIn, Seek, Recruitment Agencies Etc.)

When you’re in the midst of a job search, it’s crucial to keep track of the companies you’re applying to, whether directly or through recruitment agencies. The last thing you want is for two different recruiters or two direct applications to the same company – not only does it look unprofessional, but it can also complicate your candidacy.

  • When you are being submitted via an agency, always make sure you have an email trail of where they are sending you.
  • To stay organised, consider using a simple spreadsheet where you can log each direct application, the recruiter’s details, and the status of your submission. Use it as a dashboard and move the progress along as you move through the interviews. Write down any feedback you get from interviews, this will help for your prep for future interviews.

Trust me, this will save you a tonne of headaches down the road! (If you need a template, I’ve got one ready for you!)

8. Show Passion in Interviews (Without Going Overboard)

Employers are looking for someone who can do the job but also cares about it. Show your enthusiasm for the role by:

  • Researching the company’s values, projects, and recent news.
  • Preparing thoughtful questions that demonstrate your interest in their long-term goals, not just your paycheck.
  • Using an interviewing method such as STARwill help keep you on track in your interview. Sometimes candidates won’t progress through to next stages because they’ve danced around the question, so the interviewer feels they don’t know the answer. Using this method has really helped candidates over the years, it’s the simple things that people sometimes forget about.

Don’t overdo it. Nobody wants to hear you gush for 15 minutes about how their mission “spoke to your soul” when you don’t actually know what they do. Keep it authentic.

9. Take On Personal Projects

If you’re finding gaps between roles (which is totally fine by the way!) or want to build up a new skill set, don’t just sit back. Taking on personal projects or courses, even if it’s something you do on your own, shows initiative.

  • Build a website.
  • Create an app.
  • Start a blog that showcases your industry insights.
  • Look at courses for your space, how can you upskill and stand out in the market

You don’t need a job title to demonstrate your talent.

Standing out in a competitive job market isn’t just about having the right qualifications—it’s about showing that you know how to navigate the hiring landscape like a pro. By updating your profiles, connecting with the right people, and targeting roles with intention, you’ll set yourself apart from the crowd.

Remember, this process is about more than just finding the next job. It’s about discovering what really drives you—besides coffee and the morning chaos—and making moves that align with your long-term goals.

Happy job hunting! 💼

Shannon Stobbs – Manager – LinkedIn

Kapital Consulting is a niche Fintech Recruitment Business specialising in Technology, Project Services and Data Recruitment across Australia. For more information connect with us on www.kapitalconsulting.com.au and follow us on www.linkedin.com/company/kapital-consulting

Making the Right Move: Deciding Between Staying or Going

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In the modern professional landscape, the idea of sticking with one job for an entire career has become increasingly rare. As individuals grow and evolve, so do their aspirations and priorities. This often leads to contemplation about whether it’s time for a change in employment. However, the decision to switch jobs shouldn’t be taken lightly. It requires careful consideration of various factors to ensure that the move is the right one.

Here are five crucial points employees should ponder before deciding to leave their current role:

 

  1. Assess Job Satisfaction: Gauge your overall satisfaction with your current position. Are you fulfilled and engaged in your work? Consider factors like work environment, company culture, and personal growth opportunities. If you consistently feel unfulfilled or unhappy despite efforts to improve the situation, it might be a sign that it’s time for a change.
  2. Align with Long-Term Goals:Reflect on your aspirations. Does your current role pave the way for your future ambitions? Assess whether staying put or seeking new opportunities better aligns with your career trajectory. What are your long-term goals and reflect this on new organisations, without knowing this there is not much point in looking for a new job.
  3. Evaluate Work-Life Balance: Consider how your job impacts your life outside of work. Is the balance sustainable, or are you constantly feeling overwhelmed? Assess whether a change could improve your overall well-being.
  4. Conduct Thorough Research: Before making any decisions, thoroughly research potential employers and roles. Look beyond job descriptions to understand company culture, values, and employee satisfaction.
  5. Seek Guidance: Don’t hesitate to seek advice from mentors, trusted peers, or specialised Recruitment Consultants. They can offer valuable insights and perspectives to help you make a well-informed decision.

 

In summary, determining whether to stay in your current role or pursue a career change demands careful contemplation of various factors. It’s crucial to convey genuine interest in potential opportunities beyond mere necessity.

New organisations seek authenticity, valuing your alignment with their organisation’s values and the genuine enthusiasm you bring to the table. Therefore, thorough consideration of these elements enables you to approach your career journey with authenticity, clarity, and a genuine connection to prospective employers.

If you find yourself contemplating a career change or navigating the job market, remember that you’re not alone. Whether you’re seeking insights on the market landscape, exploring new opportunities, or need assistance with taking that crucial first step, feel free to reach outfor a confidential chat.

Shannon Stobbs – Manager – LinkedIn

Kapital Consulting is a niche Fintech Recruitment Business specialising in Technology, Project Services and Data Recruitment across Australia. For more information connect with us on www.kapitalconsulting.com.au and follow us on www.linkedin.com/company/kapital-consulting