We have always been fascinated by one question: how do youfind and keep the best people, and for how long? Not the ones who simply do thejob well, but the ones who can take a company and elevate it to the next level.Over the years, we have tried every method there is:structured interviews, psychometric tests, long essays, and casualconversations. Each reveals something different, yet none tell the full story.Join IG, CMC, and Robinhood in London’s leading trading industry event!Finding Talent in a Changing WorldI remember once being told that truly exceptional people,the ones who drive industries forward and create real change, often don’tperform well in tests or interviews. They think differently. Their minds arebuilt for creativity, instinct, and intuition rather than conformity. They maynot be average in everything; they are outstanding in a few things that trulymatter. And with technology and artificial intelligence reshaping how we work,that kind of thinking has become more valuable than ever.This is incredible..This AI agents can go through your CV, find matching jobs online, and start applying for them on its own. pic.twitter.com/ErrlQFW13C— el.cine (@EHuanglu) January 5, 2025[#highlighted-links#]The Human Side of LeadershipEmotional intelligence is one of the most importantqualities in leadership. A great leader must be able to sit with a managementteam, discuss problems, find solutions, and make things happen. Collaborationis not about being agreeable; it is about understanding people, balancingpersonalities, and working toward a shared goal.The higher the position, the more leadership starts to looklike coaching. The CEO becomes the coach, the department heads the captains,and the rest of the company the players. Everyone needs to work together towin. Leadership by ego fails, but leadership by example inspires.When hiring specialists, whether in compliance, marketing,or at the board level, their expertise must be backed by proper qualifications. Apromise to obtain them later is not enough. A professional qualification shouldbe part of the probation period because it demonstrates both competence andcommitment.A company is only as good as its people, and the HR team is in charge of building and maintaining a strong team. pic.twitter.com/iAVUsgSrGY— Pragma Investment Advisory (@PragmaAdvisory) April 5, 2022Hiring in CryptoFinding great people in crypto means understanding themarket sector you’re hiring for. You need to know what leading exchanges,liquidity providers, and infrastructure firms are doing, not to replicate them,but to recognize where innovation already exists and where you can go further.In our world, benchmarks come from firms buildinginstitutional-grade infrastructure, solving liquidity aggregation, custody,compliance, and settlement challenges at scale. When the group hires for seniorroles, we are not looking for someone who merely fits in; we are looking forsomeone who pushes the frontier. The right candidate understands their fielddeeply, is a true specialist, and can demonstrate measurable impact well beforejoining.You may also like: CFD Brain Drain? Prop Firms Continue to Attract Top Talent, Ex-Equiti Exec LatestFor sales teams, we look for proactive, disciplined, anddata-driven professionals who can speak both the language of traditional finance and that of crypto-native ecosystems.They must understand CRMautomation, API-based onboarding, and pipeline management. In digital assets,performance is transparent, and every number counts. The strongest salespeoplecan identify institutional segments, build trust across counterparties, andconvert flows consistently.Amazon to cut 30,000 corporate jobs — 9% of worldwide office workforce: report https://t.co/okUYJnBISe pic.twitter.com/grra8IkYhJ— New York Post (@nypost) October 27, 2025For product teams, we look for individuals who understandthe entire lifecycle, from on-ramp to execution to settlement. It is not enoughto know a single platform or exchange; they need to master smart-order routing,liquidity aggregation, and risk systems that connect multiple venues. The bestproduct minds can trace a transaction from wallet to trade to custody,identifying and resolving friction points before they scale. In marketing, we look for candidates who blend creativitywith analytical discipline. They know how to position a digital-asset brand,craft institutional-grade narratives, and measure performance throughattribution data, funnel conversion, and CRM insights. Modern crypto marketingis not about hype; it is about credibility, compliance, and consistentstorytelling backed by data.Looking Beyond the SurfaceA common mistake in hiring is assuming that someone from atop company must be top talent. That is not always true. Sometimes a companyperforms well overall even when certain departments struggle.In fact, some of the best people I have hired came fromsmaller firms that excelled in one specific area. These individuals are oftenhungrier, more adaptable, and ready to grow.Read more: Amazon to Axe Up to 30,000 Corporate Jobs Ahead of Results?To attract them, you need to offera clear vision of where the company is heading, meaningful responsibilities,and rewards that go beyond salary. People want to know their efforts will berecognized and that their work contributes to something larger.My Own ExperienceIn a recent search for a key leadership role, I began with aclear benchmark. I wrote a detailed job description that captured not only thetechnical requirements but also the culture I wanted to preserve. I posted iton LinkedIn and partnered with two recruitment agencies.Within two weeks, more than 1,500 people applied. Around 30were strong matches, 20 from my post and 10 from the agencies. After two roundsof interviews and a technical assessment, I found the right person: capable,motivated, and aligned with the company’s long-term vision.Whenever there is a wave of layoffs or the threat of roles being cut out from an organizational structure, the usual likely culprits tend to be roles that are repetitive or routine in nature. https://t.co/JbfofZEMKl pic.twitter.com/J7CNCs8Jlb— Forbes (@Forbes) October 25, 2025That experience reminded me of a simple truth: clarityattracts quality. When you know exactly what you are looking for, the rightpeople recognize themselves in the opportunity.What Really Motivates PeopleIf you ask us what truly makes people tick, it comes down tothree things: money, vision, and leadership. Money is often said not to be amotivator, but it is.Moneyprovides fairness and recognition.Vision givesdirection and purpose.Leadershipinspires growth and loyalty.When these three elements come together, great people do notjust join your company. They stay, evolve, and help it reach new heights.At the end of the day, hiring is not about filling a role.It is about recognizing potential before others do and creating the rightenvironment for people to thrive. When you give talented individuals the rightplatform, they do more than perform. They transform your organization.This article was written by Dr Demetrios Zamboglou at www.financemagnates.com.