Redefining the Route: Tech Journeys Beyond the Path

Redefining the Route

In the latest episode of FinTech’s DEI Discussions, part of the #TurnToTech series, Nadia is joined by Tasmia Niazi, Engineering Lead at Lloyds Banking Group. This powerful conversation captures the raw, resilient and inspiring career story of a woman who took a non-linear route into FinTech. Tasmia’s story is a testament to the value of determination, the accessibility of digital careers with the right support, and the importance of creating inclusive opportunities for women entering technology. For FinTech recruitment firms like Harrington Starr, stories like Tasmia’s remind us why tapping into diverse talent pools isn’t just a moral imperative, it’s a business-critical strategy for the future.

From Supermarkets to Software: The Unconventional Start of a FinTech Career

Tasmia’s journey into FinTech didn’t begin with A-Levels or a traditional university track. It began in retail. After completing her GCSEs, she opted to enter the workforce, driven by a desire to earn her own income and gain independence. She began working night shifts at major supermarkets like Tesco and Asda, a choice that initially offered flexibility during the day but soon led her to feel stuck in a repetitive cycle. With time, she began to question whether this path was sustainable for the long term and whether she was fulfilling her potential.

This turning point sparked her curiosity about building a meaningful career, and tech was the field that caught her interest. Although she had not studied IT before and felt discouraged by her earlier academic experience, she decided to explore the possibilities. She took an initial short course in networking, passed the exam, and was surprised by how much she retained and enjoyed learning. This success led her to enrol in a more formal programme: an “Access to IT” diploma, which would allow her to gain the UCAS points necessary to apply for university.

Navigating Education, Employment and Ambition in Tandem

What makes Tasmia’s FinTech career story so exceptional is her relentless ability to balance multiple demanding responsibilities. She completed her access course while continuing her night shifts at Asda, working from 9 PM to 6 AM, catching a couple of hours’ sleep, then heading straight into a full day of college classes. It was a hectic, sleep-deprived schedule, made more difficult during the winter months. Yet her effort paid off. She graduated with 144 UCAS points, the highest score possible, and offers from top universities including King’s College London and the University of Greenwich.

However, another opportunity soon caught her attention. Through her own research (not prompted by the college), she discovered degree apprenticeships, which offered a compelling blend of academic study and hands-on experience. She applied to several institutions and received offers from Lloyds Banking Group, BT, and Bank of America. Tasmia chose Lloyds and hasn’t looked back since.

She completed both a degree and a Master’s apprenticeship with Lloyds, all while continuing to work full-time. Her story is especially inspiring given that during this time, she also became a mother of two. In fact, she was pregnant during the first year of her Master’s, adding another layer of complexity to an already full schedule. Her ability to succeed in such circumstances demonstrates not just academic and technical aptitude, but a level of resilience that is rarely acknowledged in traditional FinTech hiring conversations.

Breaking Down Misconceptions About Tech Careers

Tasmia now works as an Engineering Lead in Site Reliability Engineering (SRE) at Lloyds Banking Group. Prior to this role, she was a software engineer in a feature team and gradually worked her way up the ladder. Reflecting on her early days in the role, she spoke about the steep learning curve she faced when transitioning from university theory to industry practice.

One of the biggest misconceptions about digital careers, according to Tasmia, is that a deep knowledge of programming is needed from day one. In her experience, it’s entirely possible, and common, to enter the workplace without hands-on coding knowledge and learn on the job. She shared how her understanding of object-oriented programming, a concept taught at university, truly solidified only when she saw it in action at work. It’s this synergy between theory and practice, made possible by the degree apprenticeship model, that enabled her to learn and grow at pace.

For those looking to pivot into a FinTech career, including women, career changers, and those from non-traditional backgrounds, Tasmia’s experience highlights how critical structured learning programmes and on-the-job exposure can be. FinTech staffing agencies and hiring managers should take note: skills can be taught, but mindset, resilience, and curiosity are often what set candidates apart.

Continuous Learning and the Role of Self-Motivation in FinTech

A recurring theme in this episode of FinTech’s DEI Discussions is Tasmia’s unwavering commitment to continuous learning. Even after completing her Master’s, she sets aside time on weekends to teach herself about emerging technologies like Artificial Intelligence and Machine Learning. She uses free platforms such as W3Schools, Coursera, and YouTube to stay ahead of the curve. In her view, a passion for learning is essential, not only in FinTech, but in any future-facing industry.

This insight is particularly valuable in today’s fast-evolving tech landscape. Employers often prioritise experience over attitude, but Tasmia’s journey reveals that a self-driven learner can outpace someone with more traditional credentials. She reminded listeners that success in tech isn’t about knowing everything upfront, but about being open to growth.

In one of the episode’s most memorable moments, Tasmia shared a story from a mentoring session with a senior colleague at Lloyds. He revealed that only 5% of employees bring original ideas to the table. That insight stayed with her and has motivated her to not only keep learning but also to contribute creatively to her workplace. For hiring managers in FinTech, this should be a wake-up call: it’s not enough to hire for skills; you need to create environments where innovation and initiative are actively encouraged.

The Power of Accessible Resources in Levelling the Playing Field

When asked about the best resources for those hoping to pivot into tech, Tasmia offered practical and empowering advice. She pointed to freely available learning platforms as a great starting point. Whether someone wants to become a front-end developer or explore mobile app development, there is an abundance of high-quality tutorials online. She spoke from personal experience, recounting how she learned Android development independently and used emulators to experiment with features. She even showcased her work to family members, a proud milestone for someone who began their journey in retail.

Importantly, she emphasised that while AI tools can now assist with coding tasks, foundational knowledge is still vital. Understanding the logic behind the code remains essential, especially for those looking to build lasting careers in technology. This is a crucial point for FinTech companies investing in digital transformation: reskilling initiatives must go beyond surface-level training. They must embed real understanding and practical application.

Supporting Women in Tech: The Role of Employers and Allyship

As an Engineering Lead, a mother, and a continuous learner, Tasmia is uniquely positioned to reflect on how employers can better support women in technology. She praised Lloyds Banking Group for offering flexible working arrangements and access to a wealth of learning resources including Pluralsight, LinkedIn Learning, and Codecademy. These platforms make it easier for employees to upskill and stay relevant in their roles.

More significantly, Lloyds also runs internal initiatives aimed at career returners and women pivoting into tech roles from other departments. For example, their re-skilling programmes allow former branch employees to retrain in digital skills and transition into tech teams, with great success. These are the kinds of practical, scalable solutions that other FinTech businesses should emulate.

Still, Tasmia acknowledged there is more work to be done, particularly when it comes to women in leadership. While Lloyds has programmes to connect junior employees with senior female leaders, the representation gap at the top remains. Tasmia is actively involved in these initiatives, driven by a desire to learn from the journeys of other women who are balancing motherhood, career development, and leadership responsibilities.

She also spoke about the internal tension many women feel when returning from maternity leave. After giving birth to her daughter, she chose to return to work after just six months, concerned that a longer break might slow her career momentum. While this was a personal decision, it reflects a broader issue that many women in FinTech face: the fear of falling behind. Her experience underscores the importance of not just offering flexibility on paper but truly embedding it into workplace culture so that women can progress on their own terms.

Why FinTech Needs to Embrace Non-Traditional Talent Pathways

Tasmia’s story is more than an individual success; it’s a case study in how FinTech businesses can access untapped talent by removing outdated gatekeeping mechanisms. Her journey proves that traditional academic pathways are not the only routes to high-level technical roles. In fact, for many of the roles FinTech companies struggle to fill, from Software Engineers to SREs, candidates like Tasmia bring both practical experience and the mindset to excel.

This insight has significant implications for FinTech hiring strategies. At Harrington Starr, a leading FinTech recruitment agency, we see first-hand the talent shortages impacting our clients across London, New York, and Europe. To close those gaps, businesses must think beyond the CV and invest in identifying potential. Degree apprenticeships, returnship programmes, and accessible learning platforms are key components in building a more inclusive and ultimately more innovative, FinTech workforce.

Closing Reflections: What It Really Means to “Turn to Tech”

This episode of FinTech’s DEI Discussions captures the true essence of the #TurnToTech series: shining a light on people who have forged their own path into digital careers. Tasmia Niazi didn’t follow a straight road into FinTech. She worked night shifts. She studied while sleep deprived. She became a mother twice. And through it all, she remained focused on her goal to build a meaningful, impactful career in technology.

Her story is a reminder that resilience, curiosity, and support systems can be more valuable than perfect grades or early clarity. It’s also a call to action for FinTech companies to examine how they recruit, develop, and retain diverse talent, particularly women, parents, and those pivoting from other sectors.

As FinTech recruiters, we at Harrington Starr believe that the next generation of industry leaders will come from all walks of life. Tasmia Niazi is living proof of what’s possible when opportunities are open, flexible, and driven by purpose. This isn’t just a personal success story, it’s a roadmap for how the FinTech sector can, and should, do better.