Why Inclusive Hiring Starts with Listening

Building Inclusive Workplaces in FinTech

In this engaging episode of FinTech’s DEI Discussions, Nadia sits down with Becky Stark, Head of Talent Acquisition at Partners Capital, for a thought-provoking exploration into inclusive hiring, mental health advocacy, and the changing definition of inclusion in today’s financial technology industry.

With over 15 years of experience in recruitment across various industries, geographies, and organisational models—including agency, in-house, RPO, and MSP—Becky offers an expert view into the strategic, human, and practical sides of inclusive recruitment. The episode provides FinTech leaders, hiring managers, and DEI champions with a rich blend of personal reflection, actionable insights, and industry-wide recommendations for meaningful change.

For Harrington Starr, a leading FinTech recruitment firm, the conversation serves as a timely reminder that achieving inclusion isn’t about keeping pace—it’s about pushing boundaries.

FinTech Talent Acquisition Through a Values-Led Lens

At Partners Capital, Becky Stark is responsible for recruiting top talent across both investment and operational functions. The firm itself operates in a highly specialised niche of the investment space, built around the Advanced Endowment Approach—a modern evolution of the Yale Endowment model. Their mission is to deliver long-term, sustainable performance to a unique blend of institutional and private clients.

What sets Becky apart in the world of FinTech recruitment is her experience across virtually every form of hiring model. She has led recruitment projects at global firms such as Barclays, Deutsche Bank, Société Générale, and Boston Consulting Group, in both outsourced and internal capacities. Her grasp of the operational and strategic elements of talent acquisition has been further shaped by involvement in implementing recruitment technology and innovative hiring solutions.

For those in the FinTech hiring ecosystem, Becky’s approach exemplifies what’s needed in 2025: adaptability, emotional intelligence, and a values-first mindset that prioritises people, not just profiles.

The Changing Definition of Inclusion in FinTech Workplaces

One of the core themes of the episode is the evolving nature of inclusion—not just as a buzzword, but as a deeply personal, contextual experience. Becky reflects on how her own understanding of what it means to feel “included” at work has shifted dramatically over the last 15 years. What mattered to her in her twenties has changed as her personal and professional needs have evolved.

This realisation is crucial for FinTech companies and recruiters alike. Too often, organisations define inclusion as a static initiative. As Becky explains, it’s a moving target. People's identities, health, family circumstances, and cultural contexts change over time—and so do their inclusion needs.

To visualise this complexity, Becky introduces a compelling metaphor: the inclusion bingo card. Each person carries their own unique combination of characteristics—age, gender, ability, neurodiversity, background—that shapes their experience in the workplace. Just as no two bingo cards are alike, no two employees have the same inclusion requirements.

This nuanced approach challenges FinTech companies to move away from blanket policies and towards bespoke strategies that cater to individual circumstances. For FinTech recruiters, this means being prepared to advise clients on flexible, person-centred hiring and retention models that reflect real diversity—not just performative statements.

Neurodiversity and the Workplace: Tailoring FinTech Hiring Practices

One of the standout sections of the episode explores how neurodiversity is often overlooked—or misunderstood—within hiring processes. Becky points out that even candidates with the same diagnosis (for example, autism or ADHD) may require vastly different accommodations depending on other aspects of their identity.

This perspective is vital for FinTech companies looking to increase accessibility in their hiring processes. Becky’s advice? Start small but intentional. Review each assessment process and ask: “How would this feel to someone with a particular need?” That kind of design thinking encourages more inclusive, empathetic hiring workflows.

It’s this intersectional mindset—where neurodiversity, gender, age, and ability are considered together—that defines best practice in FinTech recruitment today. For Harrington Starr’s client base, which spans high-growth startups to global financial institutions, this type of forward-thinking recruitment is no longer optional—it’s essential.

The Power of Mental Health Advocacy in FinTech

Becky also shares her personal and professional connection to mental health awareness, underscoring the critical role it plays in creating inclusive workplaces. She became a certified Mental Health First Aider through Mental Health First Aid England, an initiative she pursued independently and now passionately champions in the FinTech industry.

Unlike physical first aid, mental health support is still undervalued in many professional environments. Becky explains how her training helped her recognise signs of distress, support colleagues in crisis, and, perhaps most importantly, fill her own cup when facing stress. She describes the experience as transformative—not only giving her tools to help others, but also allowing her to engage with her own mental health more effectively.

She credits trainer Steve Metcalf, a veteran with a background in supporting those with PTSD and other complex conditions, as having a major influence on her understanding. His stories and guidance brought to life the ways in which mental health challenges manifest in high-pressure, high-performance cultures like FinTech.

Mental health has become a critical differentiator in FinTech hiring and retention. Candidates today are actively seeking out workplaces that prioritise emotional wellbeing and support systems. For FinTech recruiters, the ability to discuss mental health strategies with clients—and embed wellbeing into job design and team dynamics—is becoming a core competency.

Why FinTech Firms Must Rethink Cultural Fit

Another area Becky explores is the outdated and potentially damaging concept of “culture fit.” She argues that while the term was once used to ensure alignment and cohesion within teams, it has since become a gatekeeping mechanism that can unintentionally exclude diverse candidates.

In fast-growing FinTech firms, the pressure to hire quickly can often lead to shortcuts. One of those shortcuts is hiring people who “feel right” culturally. But as Becky explains, this perpetuates a cycle of sameness, stifling innovation and limiting access for candidates from underrepresented backgrounds.

At Partners Capital, the hiring strategy has evolved to assess candidates based on values alignment instead. The recruitment team poses competency-based questions that examine how potential hires align with the company’s guiding principles, rather than measuring subjective “fit” with an existing culture.

This shift is profound for FinTech hiring. By focusing on shared values—such as integrity, curiosity, or collaboration—rather than personality or background, companies can unlock new perspectives, avoid unconscious bias, and create a workplace culture that grows with its people.

Inclusive Hiring at Scale: From Volume to Value

Becky makes a clear distinction between volume hiring and hiring at scale. Volume hiring, she explains, often involves large numbers of candidates being brought in for similar roles using assessment centres or automated interviews. It’s more about speed and numbers than nuance.

Hiring at scale, however, is much more complex. It happens during high-growth periods where roles vary in seniority, function, and skillset. For FinTech firms experiencing rapid expansion, this presents a major challenge: how do you grow fast without compromising on diversity, values, or inclusion?

Becky’s advice is to resist the urge to default to speed. Instead, invest in assessment methods that allow you to evaluate candidates fairly, equitably, and according to shared values. When hiring at scale, businesses must put in place frameworks that are both structured and flexible—offering consistency while allowing for individual accommodations.

FinTech recruiters like Harrington Starr play a crucial role here. By advising clients on how to grow their teams responsibly, recruiters become not just service providers but strategic partners in sustainable, inclusive business growth.

Case Studies in Inclusion: What Works in the FinTech Industry

One of the most inspiring parts of Becky’s story involves a programme she witnessed during her time at Deutsche Bank. In collaboration with the charity Autistica, the bank created an alternative internship programme specifically for candidates on the autism spectrum.

This programme did more than adjust the recruitment process—it reconsidered how work is structured, how success is measured, and how teams are supported. Becky notes that the initiative had long-lasting impact, and believes that many other global banks and financial institutions have since adopted similar approaches.

It’s a powerful example of what happens when organisations lead with empathy and intention. These stories matter, because they demonstrate that inclusion isn’t just a theoretical ideal—it’s a series of real, measurable decisions made by people who care.

In FinTech, where change happens fast, these experiments in inclusive hiring offer blueprints for future success. By learning from initiatives like this, other companies can launch pilot programmes, adapt best practices, and build inclusive hiring from the ground up.

The Call to Action: Fill Your Inclusion Bingo Card

Becky closes the episode by returning to her earlier analogy—the bingo card. She encourages FinTech businesses to actively fill their cards with diverse experiences, voices, and needs. Inclusion isn’t about hitting a quota or ticking a box—it’s about enriching your organisation’s perspective and expanding its potential.

This call to action is particularly relevant for Harrington Starr and other FinTech recruitment firms. Clients are looking to grow their teams with purpose. Candidates are seeking more than a paycheque—they’re looking for belonging, flexibility, and values alignment. To bridge that gap, recruiters must be fluent in the language of inclusion, equipped with practical tools, and bold enough to challenge outdated norms.

Becky’s final message? Everyone has a role to play. Whether you're in HR, leadership, recruitment, or operations, inclusion is your responsibility. And it starts by asking better questions, listening more deeply, and designing workplaces for real people—not just ideal profiles.

Final Reflections: Redefining FinTech Recruitment for 2025 and Beyond

This episode of FinTech’s DEI Discussions is more than a podcast—it’s a blueprint for what inclusive hiring should look like in 2025 and beyond. Becky Stark’s insight, honesty, and strategic thinking provide a roadmap for organisations ready to move beyond performative DEI efforts and into a future where inclusion is embedded in every hire, policy, and process.

For Harrington Starr, the lessons from this episode reaffirm why we do what we do. As a FinTech recruitment business, we’re committed to helping clients build high-performing, inclusive teams across the UK, Europe, and North America. Whether it’s placing neurodiverse developers, hiring product managers aligned with your values, or advising on equitable hiring frameworks, we bring a people-first, purpose-driven approach to every placement.