MATRIX financial services staffing teams blend experience, technical know-how, and relationship building to get the job done for a big bank.


Financial services is the largest industry practice at MATRIX, and has been so for the past decade. That’s no accident. After placing more than 2,000 IT consultants in financial services, we’ve learned what it takes to find the talent and satisfy the stringent requirements demanded by the industry. As one hiring manager at our largest banking account said “You guys just get it. You work hard to understand our business.” What he meant was that unlike “transaction-oriented” IT staffing firms who are turning over recruiters and pushing resumes into a VMS as fast as they can, MATRIX applies a blend of experience, technical know-how and relationship building into thoughtfully finding just the right fit.

300 positions filled in three years, average consultant tenure of 18 months

Maintaining Complex Technology Across a Large Enterprise

With 300 positions filled in the last three years and an average consultant tenure around 18 months, MATRIX has done well serving this account from local offices in San Francisco, Phoenix, Minneapolis, Des Moines, St. Louis, and Charlotte.

“[The client] maintains a very complex technology system,” said Don Palmer, MATRIX Executive Vice President of National Accounts. “Mortgage and home, community bank, technology operations for enterprise, shared services, and the list goes on -- they all have their own technology and product groups.”

Getting the Right Candidates On Board

Sorting out the complexity falls on the shoulders of the MATRIX Account Executives, who fortunately average more than a decade of experience each working with technical accounts. This experience translates to a better understanding of what banking clients are working on, and the ideal consultant profile needed to help. In other words, MATRIX Account Executives don’t waste the hiring managers’ time with a lot of basic questions.

“I have worked with this client’s Project Management office since 2000,” said Sherri Breault, MATRIX Charlotte Branch Manager. “Often, when the bank sends out a job description, it is fairly generic with limited details. 95% of the time I can sit down with a recruiter and say ‘here is what they mean. Here is the technology expertise they are looking for’. Then the recruiters can zero in on a candidate that really fits those qualifications.”

Recruiters track and create lists of candidates with previous banking experience. Skills and experience are broken down very specifically, within the bank’s different Lines of Business and specific tool competencies.

Further refinement comes from technical questions that our recruiters use to qualify candidates for the positions. Both our recruiters and account executives put each candidate through a preparation coaching session before they interview.

“[My MATRIX Recruiters] were very hands on and supportive throughout the interview process, from grooming and refocusing my resume to prepping me for the interview. Then, they were there for any questions I might have during the first months on the job.”

Marian Wilde, MATRIX Consultant

Little Things Make a Big Difference

“Part of our best practices approach is to prep our candidates for the interviews,” said Breault. “We help them with insights into size and culture of their prospective teams, and what technology skills are best to focus on during the interview. We also provide guidance on communication skills such as how to stay on point during interviews. It’s those little things that make a big difference. It is definitely a differentiator.”

This TLC extends to consultant care during and after assignments. Frequent contact during assignments is the norm. And when they roll off assignments, many MATRIX consultants choose to take a hiatus, or accept other short-term jobs -- knowing when they return there will often be a good opportunity waiting for them, usually in a different department.

“I would say about 75% or more of our consultants will come back eventually to work at the same bank. Many of their skills are transferrable and we look for multiple places to market them before they come back on the market,” said Breault. She added that many consultants find it very attractive to build their skills by working in different departments, sometimes even remotely -- a perk typically not available to consultants for other companies.

“Nearly 75% of our bank consultants return to work there at some point through MATRIX. That means a lot. It shows our consultants like working with us, and that the bank appreciates the work they do.”

Sherri Breault, MATRIX Charlotte Branch Manager

Technology as a Competitive Tool

Thanks in part to its strategic approach to finding the best IT candidates, MATRIX’s largest financial services client has also grown to become one of the nation’s largest banks. “They view technology as a competitive tool, and IT contractors as the means to the end,” said Palmer.

As the industry continues to be transformed by technological innovations such as cloud, mobility and big data, this client is well positioned to focus on innovation through their IT contractors. MATRIX shares the same philosophy, and will continue to invest heavily in the people, processes and technology to make it happen for our financial industry customers.

As the industry continues to be transformed by technological innovations such as cloud, mobility and big data, this client is well positioned to focus on innovation through their IT contractors. MATRIX shares the same philosophy, and will continue to invest heavily in the people, processes and technology to make it happen for our financial industry customers.