Accelerating the transition to FinTech


" Working with Bluecoders has been a smooth and fast experience. We hired 3 people in 3 months; the team mobilized immediately and showed an excellent grasp of the roles. The importance they place on the candidate relationship is a real asset. The follow-up is well organized too: structured exchanges, clear summaries, and perfectly presented candidates. We also appreciated their commitment and availability throughout the engagement. A professional and human approach that makes all the difference! "

About Hexagone Metrics

Hexagone Metrics is a leading SaaS platform for institutional investors, providing advanced reporting on performance, risk anticipation, and ESG.

Founded by four asset intermediation experts, the Hexagone Group has transformed itself in recent years into a Fintech, integrating tech and data skills to develop cutting-edge solutions.

To make this transition a success, Hexagone Metrics needed to build a complete tech team capable of supporting the development and evolution of their platform. That's where they brought in Bluecoders' expertise.

Company objectives

• Hire 4 tech profiles in parallel:
  • Front-end developer
  • Back-end developer
  • QA
  • DevOps
• Onboard this talent in a logical order to optimize collaboration and platform development.
• Build a tech team aligned with Hexagone Metrics' culture and ambitions.

Challenges Hexagone Metrics faced

• Building a tech team and defining the new DNA of the company: moving from a finance company to a true FINTECH.
• Managing 4 hires in parallel, which demands strong organization, time, and rigorous follow-up.
• Hiring and onboarding new talent in a logical order, without losing strong but lower-priority candidates. For example, developers had to be hired before QA, but a strong QA is rare, so the search needed to start early — and we had to know when to slow down if an outstanding candidate showed up sooner than planned.
• Building a coherent team by ensuring alignment of mindsets and compatibility between members.
• Meeting investor expectations by presenting several finalists for each role, to ensure meaningful comparisons.

Strategy implemented

1. Analyzing the stakes and needs

• Audit of recruitment expectations and constraints.
• Prioritization of roles to fill based on technical and strategic stakes.

2. Advisory and a tailored approach

• Defining a selection strategy to attract candidates from large institutional groups, suited to Hexagone Metrics' financial context.
• Advising on the order of hires: start with the devs, anticipate QA while staying strategic on timing.

3. Concrete actions

• Active sourcing and qualification of specialized tech profiles.
• Setting up an optimized recruitment process with weekly check-ins to adjust the strategy in real time.
• Personalized support and feedback to ensure smooth onboarding of new team members.

Results

• Structured recruitment process with clear prioritization of hires.
• 3 hires in 3 months (Front-end developer, QA, DevOps).
• Access to a large volume of qualified candidates, allowing investors to compare and secure the decisions made by the HR director and the CTO.
• Weekly follow-ups with the recruiters to keep the process flowing and guarantee responsiveness.
• Close collaboration with the HR director and the CTO, ensuring full transparency, responsiveness on their needs and exchanges, and effective hiring management.

Conclusion

By relying on Bluecoders' expertise, Hexagone Metrics successfully made the turn toward Fintech by building a strong tech team aligned with its ambitions. A strategic, responsive, and effective recruitment that now allows them to develop their platform with the peace of mind of a competent and well-integrated team.

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