American Express plans to hire 1,500 technology employees in the United States

American Express is seeking software engineers, programmers and developers to be part of a 1,500-strong hiring wave for its sprawling technology division.

The company, the largest U.S. card issuer by acquisition, has already hired more than 3,600 technical staff this year and expects to fill the remaining vacancies by the end of the year, AmEx chief information officer Ravi Radhakrishnan said in an interview .

About 60 percent of the new hires will be in the United States, about a third in India and the rest in Europe, he said.

AmEx, which had 64,000 employees at the end of last year, faces a raging war over tech talent. According to a February report by Deloitte, nearly two-thirds of HR professionals cited hiring skilled developers as their top hiring challenge of the year.

“It’s certainly a challenging environment to recruit technical talent,” Radhakrishnan said in an interview. “The war for talent is a real consideration.”

AmEx’s online spending has skyrocketed again this year as customers return to travel and dining out after years of pandemic-related lockdowns.

The company now expects sales to increase by up to 25 percent for the year, a larger increase than previous forecasts. As a result, New York-based American Express has announced plans to increase its investments in technology and talent.

“We now expect our full-year operating expenses to be approximately $13 billion as we invest in our talent base, technology and other key pillars of our growth given our tremendous revenue growth,” said CFO Jeff Campbell Juli. .

Radhakrishnan said teams across the company are looking for data scientists, engineers and analysts to handle everything from fraud management to lifestyle services to the company’s venture capital arm.

AmEx has been one of the few banks to choose to work remotely even after the pandemic, with 40 percent of employees opting to work entirely virtually. Most of the company’s employees have opted to come into the office two days a week and work remotely the rest of the week.

“There’s a lot of talent that wants to understand how we approach flexibility,” Radhakrishnan said. “It’s not just the flexibility we offer, the option to be virtual, in-person or hybrid. It connects it with a purpose. We do. We ask people to work with their leaders to determine the purpose of entry.”

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