Mitrade: Bringing Structure, Consistency and Confidence to Global Hiring

Mitrade is a fast-growing global fintech company, providing retail traders with simple, secure access to the world’s financial markets through its proprietary online trading platform. Operating across Asia-Pacific, Europe and the Middle East, the company now employs more than 350 people spread across China, Singapore, Hong Kong, Australia, Cyprus and, most recently, Dubai. In an industry where regulation is tight, market conditions change quickly and customer expectations evolve constantly, Mitrade’s organisational growth has been rapid, and so have its recruitment demands.

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But until recently, hiring across the business was inconsistent, subjective and difficult to manage. Each location operated its own version of a process, often influenced more by personal preference than structure. Roles were sometimes created overnight, briefed out informally, and pushed straight into panel interviews. Candidates frequently found themselves in unpredictable interview journeys, while hiring managers had little guidance on how to evaluate talent objectively. High attrition, long vacancy periods and time-consuming screening added to the pressure.

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Mitrade recognised that to sustain its growth and strengthen the quality of its hires, it needed to introduce a more reliable hiring framework — one that could be applied globally, support inexperienced interviewers, and replace intuition with evidence. It was during this stage of the company’s evolution that the leadership team chose to introduce Thrive.

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A company ready for structure

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Thrive first engaged with Mitrade at a time when recruitment challenges were becoming too significant to ignore. The organisation was spending too much time reviewing unsuitable candidates, interviews were inconsistent across regions, and attrition suggested that hiring decisions were not always well aligned with the behavioural demands of the roles. Managers in several offices were new to interviewing and lacked confidence in assessing candidates. 

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This prompted a broader initiative to rethink recruitment from the ground up.

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Creating a global hiring framework

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Working with Thrive gave Mitrade the momentum it needed to formalise its first truly global recruitment structure. The company developed a set of hiring guidelines that every office would follow. These included clear role definitions, defined interview stages, and a governance approach that would allow HR teams in different markets to operate consistently.

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Thrive played a crucial role within this new framework. For junior and mid-level roles, the psychometric assessments sit earlier in the journey, helping teams shortlist more effectively and reduce time spent on unsuitable profiles. For senior hires, Thrive provides an additional data point after interviews, giving leaders a behavioural perspective that complements their qualitative impressions. And for new territories, where no HR team is yet established, Thrive will help screen candidates remotely, providing structure where none previously existed.

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This unified approach replaced fragmented decision-making with a repeatable, reliable process that now underpins recruitment across all regions.

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Hiring faster with more confidence

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One of the most tangible outcomes has been speed. Before Thrive, reviewing CVs, debating subjective impressions and coordinating ad-hoc interview rounds significantly slowed hiring. Once behavioural assessments became part of the early process, Mitrade saw a noticeable drop in time-to-fill. Roles that historically took three months began closing in two. When the team reviewed the data across regions, they found that time-to-fill had been reduced by 33%.

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For a global business scaling into new markets, this improvement has been transformative. It has allowed teams to move more quickly, make decisions with clarity and spend less time on manual screening and coordination.

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Empowering hiring managers - many interviewing for the first time

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Another significant benefit has been the support Thrive provides to hiring managers. Many of Mitrade’s leaders were new to interviewing and unsure how to structure conversations with candidates. Without guidance, interviews varied widely in style, rigour and fairness.

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Thrive’s interview guide and role-specific questions changed that completely. By giving managers clear, targeted questions tied to the behavioural profile of the role, conversations became more consistent and more revealing. Managers who previously lacked confidence gained a reliable structure to follow, helping them probe effectively and assess candidates more objectively. Interviews also became more comfortable for candidates, who now experienced a more predictable, conversational process.

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This shift has elevated the maturity of Mitrade’s hiring capability across regions and has become one of the most valued aspects of the Thrive integration.

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Testing the accuracy: 70–80% alignment with real performance

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To understand just how predictive Thrive’s insights were, Mitrade conducted its own internal study. After candidates completed their first three months in the business, hiring managers were asked to evaluate them against the same behavioural traits measured by Thrive, but without seeing their original assessment scores. This ensured the evaluation remained unbiased.

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When the results were mapped back, the correlation revealed a strong 70–80 per cent alignment between Thrive’s assessment data and how employees actually performed during probation.

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This internal evidence significantly strengthened trust across the business. Early scepticism from managers disappeared as they saw the data reflect real-world outcomes. Thrive was no longer perceived as an extra step,  it became a credible, reliable tool that improved the quality of hiring decisions.

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Preparing for future growth

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Mitrade continues to expand, with Dubai being the latest addition to its global footprint. As the office scales, initially with no HR on the ground, Thrive will play a crucial role in enabling remote screening and maintaining process consistency.

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The business is also exploring whether Thrive can be positioned even earlier in the hiring process for high-volume roles. The aim is to allow assessments to handle large streams of applicants, reduce manual review time dramatically and accelerate junior recruitment cycles.

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These discussions signal a deeper integration of Thrive into Mitrade’s long-term talent strategy.

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A partnership that redefined recruitment at Mitrade

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What began as a solution to reduce attrition and bring more objectivity into hiring has evolved into a company-wide transformation. Thrive has helped Mitrade create a consistent global hiring structure, reduce time-to-fill, improve interviewer confidence and introduce behavioural science into every key hiring decision.

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Most importantly, it has provided a level of clarity and predictability that allows the business to grow with confidence — even as it enters new markets and scales at speed.

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Thrive is now firmly embedded in the heart of Mitrade’s recruitment strategy, supporting a global organisation that is determined to make better, faster and more reliable hiring decisions.

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