Building a Digital-First Workforce in Community Banks: Recruiting for Online & Mobile Banking

Introduction

The COVID-19 pandemic accelerated digital adoption across banking, and by 2025–26, digital-first banking has become the expectation, not the exception. Customers want seamless online account opening, intuitive mobile apps, and instant digital lending decisions. According to FDIC data, over 75% of U.S. households used online or mobile banking as their primary channel in 2024, with numbers continuing to climb. For community and regional banks, this shift has intensified the need for digital-first workforces. Recruiting talent who can design, implement, and sustain online and mobile banking strategies is now a top priority.

Why Digital-First Banking Talent Is in Demand

• Customer expectations: Mobile-first generations expect experiences on par with fintechs and big banks.

• Competitive pressure: Fintechs, credit unions, and national banks invest heavily in digital platforms, forcing smaller banks to keep pace.

• Revenue growth: Digital products (like online lending or mobile payments) offer new revenue streams.

• Operational efficiency: Digital tools reduce branch overhead and improve process automation.

Challenges in Recruiting Digital Banking Talent

1. Limited supply in traditional banking pipelines
   Many traditional bankers lack skills in UX design, digital product management, or agile development. Recruiting must reach into fintech, SaaS, and technology industries.

2. Salary and equity competition
   Fintech startups often lure digital talent with stock options, higher salaries, and fast-paced culture. Community banks must compete with differentiated benefits.

3. Legacy culture
   Some banks still rely on branch-first strategies. Talented digital candidates may perceive these environments as outdated unless employer branding is refreshed.

4. Geographic limitations
   Many community banks are in smaller towns, but digital-first talent often resides in tech hubs. Remote or hybrid options are critical.

5. Security and compliance expertise
   Digital-first roles must combine product innovation with regulatory compliance and cybersecurity—a rare hybrid skill set.

Strategies for Recruiting Digital-First Banking Roles

• Hire across industries: Look beyond banking. Candidates from e-commerce, SaaS, and fintech bring transferable skills in mobile app development, product management, and customer experience.

• Promote hybrid/remote: Expanding flexibility expands candidate pools. Digital professionals expect hybrid or fully remote arrangements.

• Offer career growth: Emphasize digital transformation as a path to leadership and strategy influence.

• Invest in employer branding: Showcase the bank’s innovation goals, community impact, and technology investments.

• Competitive perks: Even if base salaries lag fintechs, banks can offer strong retirement plans, stability, and unique cultural benefits.

Case Example: Regional Bank in Ohio

A $5B-asset regional bank invested in recruiting a Chief Digital Officer. By framing the role as central to customer experience and community growth, recruiters attracted a candidate from a fintech who wanted more influence and stability.

Case Example: Community Bank in California
A smaller bank struggling with mobile adoption hired a product manager from a SaaS company. With support from recruiters, they emphasized flexible work, professional development, and a mission-driven culture. Within 18 months, the bank saw a 40% increase in mobile app engagement.

The Recruiter’s Role in Building Digital-First Teams

Recruiters specializing in fintech and banking talent bridge the gap by:

• Sourcing candidates from fintechs and tech companies.

• Benchmarking compensation packages and advising boards.

• Crafting job descriptions that resonate with digital professionals.

• Highlighting opportunities for influence, culture, and innovation at community banks.

The Candidate Perspective

Digital-first professionals ask:

• Does the bank have leadership buy-in for digital transformation?

• Will I have autonomy to shape product roadmaps?

• How flexible is the work environment?

• What resources and tech stacks are available?

Recruiters help ensure alignment by matching candidates’ expectations with employer readiness.

Future Outlook: Digital Recruiting Beyond 2026

• AI and automation: Banks will recruit for AI product managers and automation engineers.

• Open banking talent: API specialists and developers will be in higher demand.

• Cybersecurity integration: Digital-first roles will overlap more with security as threats evolve.

• Cross-industry competition: Recruiting will increasingly involve pulling talent from tech, e-commerce, and healthcare sectors.

Summary

Building a digital-first workforce is critical for community and regional banks seeking to remain competitive in 2026. Recruiting for online and mobile banking roles requires reaching beyond traditional banking pipelines, offering hybrid work, and crafting compelling employer brands. Employers must balance compliance with innovation, while candidates gain opportunities to shape the digital future of banking. Recruiters who understand both fintech and community banking will be indispensable in sourcing and aligning talent in this evolving landscape.