Shawn Rutter is the founder of Excelsior Search, the market-leading, niche search company specialising in international executive search and recruitment solutions for financial technology (fintech), data and research providers to the global capital markets and investment industry.
Following graduation from Oxford Brookes University, Shawn was a Commissioned Officer in the British Army for seven years, and later worked for the international search firm MRI. He went on to establish Excelsior Search in 1999. With a distinct market focus, recruiting only within capital markets and investment fintech, Shawn now has over 20 years of recruitment expertise in this sector. Thanks to his specialist experience in international fintech recruitment and career management, Shawn is able to provide valuable insight and expert knowledge from both fintech employer and candidate perspectives.
Driven by his passion for the recruitment process in the capital markets and investment fintech industry, Shawn regularly contributes to both industry and career thought leadership projects, including:
Regularly writing articles focusing on key aspects of hiring excellence and career advice (see our insights page).
Managing the largest LinkedIn group for FinTech Innovation for the Capital Markets, Asset & Wealth Management, which he invites you to join.
A selection of Shawn’s hiring & career insight articles.
With research showing two thirds of your professional workforce could see themselves walking into your office and handing you a resignation letter in the next six months, the need for effective talent retention strategies is greater than ever. Here are four talent retention strategies to give you an advantage retaining your best employees.
Did you know that your recruiter is an obsessive brand assessor and ambassador? Learn why, and discover how to ensure your branding (as a company and a hiring manager) is on point in order to give you an advantage in attracting top fintech talent.
Next time you’re looking to engage an executive search firm, don’t just think of the big blue chip names. There are many niche fintech search firms out there that are equally, or dare I say, even more capable.
When it comes to hiring, are you sure you’re getting to see the best candidates the whole market can offer you, or are you limiting your options to just the active 30%?
Personal branding is critical to developing a great executive reputation which in turn will help you hire top performers, the A Players, who will provide you with the business success you desire.
Build relationships with the right FinTech recruiters and you’ll certainly be rewarded in many more ways than perhaps you had realised. Read this article to find out how.
Here’s how to make your recruiters accountable for delivering you A-Player candidate
What are A Players, and why is it so important to ensure your recruitment processes result in hiring them?
There are of course implications for getting a hire wrong, but there are much greater personal consequences for hiring managers that many don’t take into consideration.
As the research show some of the basics for great talent acquisition and management haven't changed for Gen-Z’s.