Recruiting Tech and Operations Staff During Core Conversions

Introduction

Core conversions are among the most complex undertakings for community and regional banks. Whether migrating from a legacy system to a modern cloud-based core or switching vendors altogether, these projects require precise execution across technology and operations. Recruiting the right tech and operations staff during a core conversion is one of the biggest challenges banks face. According to a 2025 ABA survey on core banking platforms, over 40% of banks reported delays in their core conversion projects due to staffing shortages, particularly in IT, operations, and project management roles.

Why Core Conversions Require Specialized Talent

• Business continuity: Banks must keep services running while migrating critical systems.

• Integration expertise: Staff need to manage connections between core, payments, lending, and digital channels.

• Risk management: Poorly executed conversions risk compliance breaches and reputational harm.

• Change management: Employees must help frontline staff and customers adapt to new systems.

Challenges in Recruiting Tech and Operations Talent for Core Conversions

1. Limited expertise in smaller markets
   Many community banks are located outside major tech hubs, limiting access to specialized IT professionals.

2. Vendor lock-in and proprietary skills
   Core platforms like FIS, Fiserv, and Finastra often require vendor-specific expertise, shrinking candidate pools.

3. Time-bound projects
   Core conversions often run 18–36 months, making it harder to attract candidates to temporary or project-based roles.

4. Cross-functional demands
   Candidates must blend technical expertise with regulatory knowledge, operations experience, and customer communication skills.

5. Competition with fintechs
   Banks compete with fintechs and SaaS firms for engineers, project managers, and data migration specialists.

Employer Strategies for Recruiting During Core Conversions

• Contract and consulting hires: Recruit project-based experts for specific phases of conversion.

• Cross-training existing staff: Upskill operations and IT staff in core migration best practices.

• Competitive project incentives: Offer bonuses tied to project milestones.

• Flexible staffing models: Blend in-house teams with consultants and vendor specialists.

• Employer branding: Frame the conversion as a transformational project, appealing to candidates who want impact.

Case Example: Regional Bank in the Midwest

A $6B-asset bank undergoing a Fiserv-to-FIS migration struggled to find IT project managers locally. Recruiters sourced from outside the banking sector, bringing in a project leader with experience in ERP migrations. The candidate’s change management expertise helped smooth the transition.

Case Example: Community Bank in Texas
A smaller bank needed operations staff to handle back-office tasks during a core conversion. Recruiters emphasized stability, career growth, and the opportunity to shape digital transformation. By tapping candidates from credit unions, the bank built a capable team within four months.

The Recruiter’s Role in Core Conversion Staffing
Recruiters help banks by:

• Identifying candidates with vendor-specific experience.

• Benchmarking compensation for project-based roles.

• Advising on flexible hiring models to balance temporary and permanent needs.

• Providing confidentiality in sensitive searches where staff retention during conversion is critical.

The Candidate Perspective

Candidates considering core conversion roles often ask:

• Will this role be temporary or a path to permanent employment?

• What support and resources are available for success?

• Does the bank invest in modern tools and training?

• How will my contributions impact long-term strategy?

Recruiters provide clarity and help candidates see conversions as career-enhancing opportunities.

Future Outlook: Core Conversion Recruiting Beyond 2026

• Growing demand: More community banks will modernize their cores, expanding demand for talent.

• Hybrid models: Recruiting will increasingly rely on blended teams of in-house staff, contractors, and vendor specialists.

• Cloud-native focus: Talent with cloud migration experience will become more valuable.

• Cross-industry mobility: Professionals from ERP, insurance, or healthcare tech migrations may enter banking.

Summary

Core conversions represent one of the most high-stakes transitions for community and regional banks. Recruiting tech and operations staff during these projects is difficult due to limited expertise, vendor-specific requirements, and competitive pressures. Success requires flexible hiring, creative employer branding, and leveraging recruiters who understand both fintech and community banking ecosystems. For candidates, these roles offer the chance to gain rare experience that will be in even higher demand as the industry modernizes.