“Constant challenge is a must for Corporate & Investment Banking talent”

Some of the duties of Beatriz Zabala, Talent Scout at BBVA CIB, include identifying and attracting the talent the area needs to meet its business objectives. She plays a key role in making BBVA CIB known among corporate and investment banking professionals for being the benchmark place to work for.

• What type of professional profiles is BBVA CIB currently hiring?

BBVA CIB has a team of more than 4,000 people in 25 countries. We have very ambitious growth and transformation plans that come hand in hand with a program designed to have new people join the team.

In this regard, so far this year, 840 people have joined the CIB team globally, 450 of them in Europe. Approximately half of these new hires are external hires and the rest of the positions are covered by internal mobility processes. Our search focuses on investment banking professionals, but we need to attract very diverse profiles to support our growth plans. This requires us to focus on skills. We are not just looking for good salesmen, structured finance experts who design solutions or traders who manage market risks. We need professionals who combine soft with technical skills, which allow us to have the best talent to cater to the needs of our growth plans.

• In terms of talent, what investment banking profiles is the bank looking for? 

CIB is a world that encompasses many different and diverse profiles in terms of skills, training, geography and experience. But they all have something in common - they require constant challenges. The traditional approach of focusing on the salary of professional title is no longer a priority. Our candidates want to feel identified with the strategy of the group they join, with the values and culture, the impact of the company on society, the diversity it promotes or, for example, the professional development opportunities available to them. They are interested in training, they value the internal and geographical mobility options available to them, the global nature of the business and, increasingly, the social benefits and a good work-life balance or hybrid model, where this is possible. The opportunity to take full advantage of their skills and to continue growing in the medium and long-term, in a diverse and socially responsible context and with solid values.

• Why is BBVA CIB an attractive proposal for these profiles?

Joining BBVA means having the possibility of working in a group where your work has a positive impact on society; a group with a solid presence in many countries and internal mobility options. For example, throughout 2023, 141 people from CIB participated in international mobility programs. At BBVA we have a very strong sense of teamwork and a work culture guided by shared values, where the priority is to establish long-term relationships with our clients. In addition, joining BBVA CIB means joining a growing project, where there are also multiple training options, with specific programs for investment banking talent.

• How important is diversity for CIB?

At BBVA, we believe that each person is unique and this is what allows them to bring differential value. Our teams are a reflection of society, which allow us to improve our way of thinking and our approach to decision-making.  We are committed to incorporating professionals, based on their skills and we work to eliminate any type of bias in our processes. We also think that a more diverse team brings much more value and produces better all-around results. We are not just talking about gender diversity, but also about generational and cultural diversity, as well as that related to disability, LGTBI+ and religion, among other forms of diversity. We are committed to growing and improving in all of these areas, because we want to create a more diverse and inclusive environment. In this regard, the Scout plays a key role in establishing where we are and where we want to go, searching for talent to ensure we achieve the necessary diversity to make divergent thinking possible.

• To help understand your role, what makes a Talent Scout different from a Head Hunter? 

The Talent Scout aims to identify the best professionals in the sector, especially in key areas, where the industry's shortage of talent and growth needs pose critical scenarios with regard to many profiles that are strategic for CIB. Our challenge is to reach them, tell them all about BBVA CIB, share our strategy with them, and make them want to be part of our Group. This requires us to engage, attract, create and represent the brand image. Quite a challenge.

The Head Hunter looks for the perfect profile for a firm and specific job offer. A Talent Scout will reach the best profiles, passive talent who does not necessarily seek for change, with the idea of getting to know them and perhaps having them join the Group in the future. 

In some cases, a very interesting profile might be found, which may not be associated with the bank's current needs, but which may be asked to join the bank due to the profile's huge talent, generating new dynamics, opportunities and ways of doing things. Thinking big, right? Or contacting a profile that meets the requirements but who does not join us after a few months or years later. Even having a conversation with a colleague who left the bank to work on new projects and who can return and enrich the bank with new skills (boomerang talent). And why not, let this network of contacts help the Talent Scout spontaneously reach others.