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How Financial Services Staffing Expanded from One Labor Category to 300+ Placements Across the U.S. and Canada

Makayla Adams

FINANCIAL SERVICES STAFFING

Scale Enterprise Hiring Across Markets and Business Functions

Build a workforce partnership that can expand with your organization, from targeted hiring support to enterprise-wide staffing across regions and labor categories. 

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Summary

A large North American financial institution needed a staffing partner that could perform consistently within a highly structured workforce program and scale as hiring needs evolved.

SPECTRAFORCE began supporting the organization in 2014 with a focused scope covering one labor category in the United States. Strong performance opened opportunities to support additional functions and business units, gradually expanding the relationship across IT and non-IT hiring.

In 2021, the partnership extended into Canada. SPECTRAFORCE invested in a Toronto-based delivery and Client Strategy team to bring local market expertise closer to hiring managers while maintaining consistent execution across both countries.

Today, SPECTRAFORCE supports all labor categories across the U.S. and Canada, with more than 300 placements delivered across the partnership.

Challenge: Scaling Financial Services Staffing Across Markets and Business Units

Enterprise financial institutions often require workforce partners to operate across multiple business functions while meeting the expectations of hiring managers, program leadership, and workforce management stakeholders.

For this client, the opportunity expanded as hiring needs grew across Capital Markets, Wealth Management, Personal and Commercial Banking, Global Payments, and Technology and Operations.

Scaling the program required SPECTRAFORCE to: 

  • Support both IT and non-IT hiring across a diverse range of labor categories. 
  • Maintain consistent delivery as the partnership expanded into new business units. 
  • Develop stronger local market insight for Canadian hiring. 
  • Stay closely aligned with hiring managers within a structured enterprise staffing environment. 

The goal was to scale without losing the responsiveness and role-level understanding that helped establish the partnership in the first place.

Solution: A Localized Enterprise Staffing Model Built to Scale

SPECTRAFORCE expanded the account through a performance-led approach, increasing its scope as new hiring opportunities emerged rather than applying a one-size-fits-all staffing model. 

When the relationship expanded into Canada, SPECTRAFORCE established a dedicated presence in Toronto with locally based delivery and Client Strategy resources. This brought the team closer to hiring managers and strengthened understanding of local talent markets, role requirements, and day-to-day workforce priorities. 

That local engagement supported more effective intake conversations and gave recruiting teams stronger context before beginning candidate searches. 

A dedicated Finance and Insurance-aligned delivery team also provided industry-specific recruiting expertise across the account. The model allowed SPECTRAFORCE to provide financial services staffing across technology and business functions while maintaining structured execution across the broader enterprise program. 

The result was a staffing partnership that could scale geographically, functionally, and across labor categories as the client’s needs evolved. 

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Build a Staffing Program That Can Scale With Your Workforce Needs

Support technology and business hiring across markets with dedicated recruiting expertise, local insight, and structured enterprise delivery.

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Results: 300+ Placements Across a Growing U.S. and Canadian Partnership

What began as support for one U.S. labor category developed into a broader staffing relationship spanning two countries, multiple business units, and all labor categories within the program. 

  • 300+ placements delivered across the partnership
  • 47 active consultants currently supported
  • U.S. + Canada staffing support across both markets
  • All labor categories supported across IT and non-IT hiring

The account’s growth reflects a long-term approach built on consistent delivery, local market investment, and financial services recruiting expertise. 

WRITTEN BY

Makayla Adams
Integrated Marketing Manager at SPECTRAFORCE focused on brand visibility, content strategy, search, and thought leadership.

Frequently Asked Questions About Financial Services Staffing

What is financial services staffing?

Financial services staffing helps banks, insurance organizations, investment firms, and other financial institutions find professionals for temporary, contract, and other workforce needs. Staffing programs may support both technology and business functions depending on the organization’s hiring model. 
Financial services organizations may need talent across areas including technology, operations, payments, capital markets, wealth management, commercial banking, and other corporate functions. The appropriate staffing model depends on the roles, volume, location, and duration of the hiring need.
An enterprise staffing partner can coordinate recruiting across business units while maintaining consistent processes for intake, candidate evaluation, communication, and program performance. Dedicated account and recruiting teams can also develop stronger knowledge of individual hiring managers and role requirements over time.
Labor markets, candidate availability, compensation expectations, and hiring conditions can vary significantly by geography. Local recruiting and account expertise can help enterprise employers better understand talent availability and adjust hiring strategies for each market.
Clear intake conversations, detailed role calibration, industry-aligned recruiters, and regular communication between hiring managers and recruiting teams can improve candidate alignment before candidates reach the interview stage.
Organizations should evaluate a staffing provider’s experience with enterprise programs, ability to support relevant labor categories, geographic coverage, recruiting specialization, communication model, and measurable performance within structured workforce environments.
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