Understanding Fidelity’s hiring process

Recruiters are doing phone screens to understand their skills, goals, and career aspirations. Think of recruiters as project coordinators, getting your application through to the appropriate stakeholders.

Job searching can feel like a full-time job that’s overwhelming and like you’re shouting into the void all at once. Adjusting your resume for each job and figuring out each company’s application system and process can feel like running on a non-stop treadmill.

That’s why we’re pulling back the curtain on Fidelity’s application process. Every Fidelity job is different, so depending on which role or department the job is for, there may be some differences, but this gives you a general idea. Let’s get to it.

What is Fidelity’s typical hiring process?

Here are the six main phases of Fidelity’s recruitment process:

1. Application submission
2. Resume review
3. Initial screening
4. Interviews
5. Selection and offer
6. You decide

Application submission

You’ve submitted your application. Congratulate yourself on your go-get-’em drive while our recruiters review your resume and skills to confirm you’ve got what it takes for the job.

How long does it take to hear back from Fidelity? It depends on how many people applied for the job. Our recruiters want to give your application the time, attention and consideration it deserves. If you don’t hear back right away, don’t get anxious. We’re getting to your application.

Initial screening

The resume is screened by the recruiter, looking for qualifications, and this may involve a phone call to discuss needs. Think of it as a quick get to know you better . “This helps us get the lay of the land and ensure it’s worth it to bring in the candidate for an interview,” said Peter, Director, TA Initiatives and Solutions.

This also gives you a chance to make sure the role, salary, benefits and expectations are what you think they are. Nobody likes negative surprises, especially in a new job. “We don’t want to waste anyone’s time if the role is in a location that you have no interest in or your skills do not align with requirements or your salary expectations are different,” said Peter.

Last, the recruiter will give you the rundown on your interview(s):

• How many interviews you’ll have and how long they’ll be
• Who those interviews will be with
  • Hiring manager
  • Hiring panel (hiring manager, peers, business partners)
• Some roles in technology or design require skills assessments and/or case studies

This helps us get the lay of the land and ensure it’s worth it to bring in the candidate for an interview,” said Peter Gorham, Director, TA Initiatives and Solutions.

Recruiters vs. hiring managers

Quick tangent. You might be wondering why we’ve got recruiters and hiring managers. It’s because they each manage different parts of the hiring process. Here’s what each does.

Recruiters:

• Serve as your single point of contact throughout
• Keep tabs on you as you’re going through the process
• Review your resume
• Have initial discussions with you
• Coordinate interviews with you and the hiring manager/panel
• May help develop your job offer

Think of recruiters as a choreographer, keeping everyone dancing to the same music.

Hiring managers:

• Create the job description
• Validate if you’re qualified for the role
• Assess if you have the best skillset match for the business needs
• Select the most qualified person for the job
• Will typically be your supervisor

Interviews

Think of interviews as an opportunity to get to know Fidelity better and for us to get to know you better. “Interviews are really a dialogue or two-way street, where we want to learn more about you and you can learn more about us,” Joseph, University Talent Partner said.

“We talk about culture add,” said Peter. That means understanding the value you bring to Fidelity and our goals.

After you’ve nailed the interview, the recruiter will provide expectations and timeframe for next steps in the hiring process. You might also receive some feedback from the hiring manager/panel, which can be helpful whether you’re offered a role with Fidelity or not.

Selection and offer

Here’s where the rubber meets the road. The hiring manager/panel must decide:

• Do you have the best skillset match and experience?
• Will you help meet the business’s needs?
• Are you going to add value to Fidelity’s work and culture?

Once the hiring manager/panel makes their decision, the recruiter makes the finalist an offer, which includes their salary.

You decide

Now the tables are flipped if you’ve been offered the job. It’s your turn to decide. You might need to weigh some decisions on your own or with a partner or family. Assemble a kitchen-table council to talk anything out if you need. Trust your intuition.

Let’s say you accepted the job. Celebrate and make it last. Too often we don’t savor our wins or give ourselves credit for our hard-won efforts because we’re off to the next thing. Take some time to let your success really sink in.

What if you don’t get an offer?

That’s OK. Life is full of ups and downs. It’s up to you how you react to them. You could have a bad interview but how you handle it is what matters most.

You might be disappointed but try not to get discouraged. Figure out what lessons you can learn from the experience for next time. Ask the recruiter for feedback if you haven’t already gotten any.

Take some time to think about other opportunities and what you can do next. A great book to use when you feel stuck is Designing Your Life, written by two Stanford design professors who help you bring design thinking to your life and career.

Find Your Fidelity

At Fidelity, we have as many career paths as we do financial products. Whether you’re interested in technology, crypto currency, customer service or even caring for plants, you’re sure to find a Fidelity job that piques your interest, matches your skills and a career that grows with you.