NewDay is one of the UK’s fastest growing finance companies and operates in two key market segments:
Co-Brand: Providing both credit and store cards in partnership with established UK retailers, including Arcadia Group, Debenhams, Amazon and TUI.
Near-Prime: Administering three key credit card products: aqua, marbles and Opus.
Placing their customers at the heart of everything they do, NewDay’s vision is to help people become better with their credit. Providing products that responsibly help meet customer needs, it’s NewDay’s alternative approach to credit that makes them such a success in the financial services industry. Giving consumer credit to over 5.4 million customers, NewDay has £1.6 billion of receivables in excess.
Embarking on a significant transformation, it’s NewDay’s goal to provide a seamless digital journey for customers, as well as become the best digital cards business on the market. Wanting to move away from a reliance on third party suppliers, NewDay is in the process of building an in-house capability from the ground up, with a strong focus on agile delivery methods. Having exhausted traditional channels, NewDay needed access to a new, fresh talent pool in order to drive their transformation forward.
By using hackajob, NewDay were able to explore a completely different, more targeted talent pool in comparison to what they had access too in the previous twelve months. Having lined up several final-stage interviews in just ten days, all of NewDay’s chosen candidates were technically pre-screened for the exact skills they were required to have. Enabling talent to skip a ‘technical assessment stage’, NewDay were able to reduce their interviewing process to just three phases; providing them with a significant competitive advantage in the market.
What’s more, the accuracy of hackajob’s matching product undoubtedly reduced the number of CV’s NewDay needed to review in order to make a hire. Helping them to make an unquestionable impact on their D&I targets, NewDay used hackajob’s unbiased hiring module which in turn empowered them to make three senior female hires.