Is it just me, or are we collectively tired of the hierarchical company structures that infest our industry? You know the ones—the ones that make you feel like you're stepping into a courtroom rather than an interview. The ones that position the company as a towering, all-powerful entity while you, the candidate, are left scrambling to prove your worth, hoping you don’t stumble over some arbitrary technical question designed to trip you up rather than showcase your problem-solving skills.
You prepare. You stress. You wonder: Will they like me? Will I nail this? Anxiety builds because somehow, we’ve bought into the idea that the company is bigger than you, more valuable than you, that you are lesser than simply because you don’t work there (yet).
And then the interview starts.
Bombardment.
Questions that creep too far into your personal life. Trick questions. Puzzles that you’d never, ever encounter in your day-to-day work. But hey, let’s throw in some obscure algorithmic nonsense—because nothing screams real-world FinTech engineering like regurgitating a theory you last glanced at years ago. And if you stumble? If you don’t recall something word-for-word? You might be seen as “not good enough.”
Newsflash: I am an engineer, not a memorizer.
The old-school, hierarchical, fear-based approach to interviewing? It’s expired. It’s outdated. It’s done.
Are we hiring engineers who can collaborate, communicate, and solve real-world FinTech challenges? Or are we just looking for human encyclopedias who can regurgitate textbook answers under pressure? If you want the latter, maybe just hire ChatGPT and call it a day.
Here’s what interviewing should look like:
Real engineers, solving real problems, together. It should be about collaboration, not interrogation. Give the candidate a challenge that actually mirrors the work they'd do, and let them discuss, ideate, and build alongside you.
Active listening over power dynamics. Are you evaluating someone's ability to contribute meaningfully to your team? Or are you simply flexing your authority? The best interviews foster discussion, not intimidation.
Growth potential over “know-it-all” energy. Do you want a teammate who will evolve, bring creativity, and stay with your company for years? Or are you only interested in hiring someone who can ace some arbitrary test but might lack adaptability and team spirit?
And let’s not forget the candidate’s choice.
Too many forget that the interview is a two-way street. Candidates—do you actually like these people? Can you see yourself growing here? Does the company culture make you feel included, heard, and valued? If the answer is no, walk. You’re choosing them just as much as they’re choosing you.
FinTech companies—time to wake up. If you’re still stuck in the outdated, elitist, fear-driven hiring model, you’re losing out on incredible talent.
Because the best engineers? They’re not looking to be grilled. They’re looking to build.
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