The hunt for the “unicorn engineer” continues – someone who combines both technical expertise with business acumen and soft skills. An intense yet never-ending search for fintech’s globally. But the reality? These candidates are rare.
The smarter approach: focus on team composition, not a mythical individual. Hyper-specialised roles – specialist engineers like AI/ML experts, cloud security specialists, and blockchain developers are essential. But adaptable generalists who can connect across disciplines are equally critical. Leading many to question whether to opt for specialist engineers vs generalist.
Morgan Davidofsky, our tech recruitment specialist, shares consultative guidance for both sides of the market:
For Clients: Building High-Impact Tech Teams
Q1: How do you decide when to hire a specialist engineer versus a generalist?
“Start with the business challenge. If a project demands deep technical expertise, hire a specialist engineer with the specific skills needed. If it requires bridging multiple domains, a generalist who can navigate tech and business is invaluable. Often, it’s the mix that wins. The key is to pair talent with the potential result: generalists bring adaptability, broad perspective, and strong team collaboration, while specialists provide expertise, accuracy, and advanced skill.”
Q2: What signals indicate a candidate will thrive in a fast-paced fintech business?
“Look for adaptability, problem-solving ability, and a track record of working across teams. Technical skill alone isn’t enough; candidates need to learn quickly and communicate effectively with stakeholders contribute positively to team culture by fostering trust, inclusivity, and collaboration.”
Q3: How can fintechs structure teams to avoid bottlenecks when specialists are scarce?
“Pair specialist engineers with adaptable generalists, create knowledge-sharing routines, and document key processes. That way, expertise isn’t siloed, and the team can scale without constant firefighting.”
Q4: What role does culture fit play when building technically diverse teams?
“Culture fit ensures smooth collaboration. Diverse technical backgrounds can work together only if there’s trust, shared goals, and open communication. With these elements, teams are found to perform better and more effectively, as well as navigate change with confidence.”
Q5: How can hiring managers future-proof their tech teams against emerging trends?
“Hire for learning agility, not just current skills. Encourage continuous development and create a team environment where experimenting with new technologies is safe. Providing a safe space for risk-taking fosters innovation, opens the floor for idea-sharing, and enhances the adaptability that is needed to stay competitive.”
Q6: What’s the biggest misconception about hiring “unicorn” engineers?
“Many think one person can do it all. Expecting a single candidate to excel in every domain often leads to burnout, disappointment and turnover.”
Q7: How do you balance speed of hiring with the need for depth and quality for tech hires?
“Define must-have vs. nice-to-have skills. Prioritise the core critical capabilities first, and be flexible on secondary skills. A strong team is built over time, not in a single hire. Great teams are assembled over time, not with a single hire. Bringing in someone capable of delivering on key priorities and growing with the role is better than delaying for an ideal candidate.”
Q8: Any advice for teams struggling to attract quality tech talent?
“Be clear about mission, impact, and growth opportunities. Talented engineers want to know their work matters and that they’ll continue developing professionally.”
For Candidates: Positioning Yourself for Success
Q1: What skills are fintechs valuing most beyond coding and technical expertise?
“Communication, problem-solving, and the ability to understand business impact. Being able to translate technical work into meaningful outcomes is increasingly critical. Engineers who communicate complex concepts, collaborate across teams, and align with business goals drive better results, build trust, and ensure technology decisions deliver real value.”
Q2: How can candidates demonstrate adaptability or business understanding without overhyping themselves?
“Use real examples—projects where you collaborated across teams, solved ambiguous problems, or learned new tech quickly. Show impact, not just ambition.”
Q3: What’s the best way to position specialist engineering skills in a competitive market?
“Specialist engineers should highlight their deep expertise and show how it solves tangible business problems. Specialists who can explain why their skills matter to the company stand out.”
Q4: How should engineers showcase cross-functional collaboration in interviews?
“Share stories where you worked with product, design, or business teams. Employers want to see you can communicate, influence decisions, and deliver results collectively.”
Q5: What mistakes do candidates make when aiming to be a “unicorn” engineer?
“Trying to tick every box. It’s better to be excellent in your specialty and show willingness to learn than to stretch yourself too thin.”
Q6: How can candidates identify roles where their specific skill set will have the biggest impact?
“Look at the company’s tech stack, product roadmap, and team structure. If there’s a gap your expertise can fill, that’s where you’ll create the most value.”
Q7: What’s the most underrated skill fintechs are looking for right now?
“Curiosity and problem-framing. Engineers who ask the right questions and explore creative solutions often become key contributors very quickly.”
Q8: How can candidates future-proof themselves for fintech careers?
“Invest in continuous learning, embrace new technologies, and develop soft skills. The most in-demand engineers are those who can grow as the business grows.”
Looking for further tips & insights?
Are you looking for specialist engineers or adaptable generalists to scale your fintech team? Get in touch with our global specialist consultants.
