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Why FinTechs Win Faster with the Right Hiring Partners.

  • Writer: B van Heezik
    B van Heezik
  • Oct 7
  • 3 min read

In FinTech, speed matters, not just in product delivery, but in assembling the right team. With regulatory deadlines looming, cross-border expansion accelerating, and AI permeating every layer, the difference between scaling and stalling often comes down to people, not code.

Last week, at Amsterdam Fintech Event 2025 (#AFE25), I saw this clearest of all: many breakout sessions circled back to talent, finding operators who understand payments, regulation, compliance, and AI. That confirms what we see every day working with FinTechs: specialty hiring is now a strategic lever, not a back-office function.


What makes FinTech hiring different?


FinTech roles don’t just require programming or domain knowledge. The right hire must:


  • Understand financial regulation, risk, and compliance,

  • Bridge tech + business + regulation (especially in payments and AI),

  • Be adaptable across fast-changing markets and product pivots,

  • Possess deep networks (you often hire from within the fintech community).


A generalist recruiter will struggle to assess these blended skills. That’s where fintech recruitment specialists come in.


Eye-level view of a modern office with a recruiter interviewing a candidate
Recruiter interviewing a candidate in a modern office

What specialized FinTech partners bring to your table:


1. Market insight & speed: They live in FinTech. They know which skills are rising (AI risk officers, real-time payment ops, cross-border product leads), and can move quickly because their radar and relationships are active.


2. Access to passive talent: The best fintech professionals often aren’t looking. Recruiters connected in the niche can plant opportunities where candidates don’t even realize they’re open.


3. Cultural & domain matching: Understanding your mission, stack, compliance constraints, region, and pace ensures the candidate is not just competent, but a fit.


4. Compensation & benchmarking: You avoid underpaying or overpaying: they help you stay aligned with market rates in London, Dubai, Singapore, etc.


Close-up of a laptop screen showing fintech job listings
Laptop screen displaying fintech job opportunities

Real use cases (the ones you’ll see in demand):


  • Compliance + payments ops for instant rails: as EU Instant Payments, FedNow, and UPI grow.

  • AI governance & model risk: under the EU AI Act.

  • Open banking product leads & data engineers: as CFPB Section 1033, UK Smart Data and PSD3 take shape.

  • Corridor expansion leads & FX/liquidity specialists: for cross-border corridors from MENA, Africa, SE Asia.


These are not theoretical roles, we see them in active briefs across our client portfolio.


How to get the most from your FinTech hiring partner:


  • Be explicit: share role priorities, constraints, regulatory needs, culture fit, and market targets.

  • Stay engaged: regular feedback narrows the search.

  • Tap their advisory value: ask for insights on hiring timelines, compensation, market pitfalls.

  • Build a long-term relationship: your next hire will be easier because of trust and shared context.


High angle view of a business meeting discussing recruitment strategies
Business meeting focused on recruitment strategies

Final word: Talent is your execution engine!


When it comes to finding the right talent in FinTech, partnering with specialized recruiters like financial technology recruiters can make all the difference. They combine industry expertise with a vast network to deliver candidates who not only have the right skills but also align with your company culture.


Their tailored approach ensures that every placement is a strategic fit, helping your business grow and innovate. Whether you need developers, analysts, compliance experts, or executives, these recruiters understand the nuances of fintech hiring and can streamline the process.


By choosing the right fintech hiring partner, you invest in your company’s future success and gain a competitive edge in the rapidly evolving financial technology landscape.


Building a Strong Fintech Team for the Future


Technology, regulation, markets, they all matter. But they don’t build themselves. AFE25 reinforced what we already know: the companies that win in fintech are those that get the right people in place ahead of change. Hiring that understands both product and compliance is no longer optional, it’s existential.

If you want to talk about structuring your hiring in Q4 2025 (roles, timelines, markets), I’m always happy to connect.

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