"FinTech hiring shifts to steady hands and commercial acumen"

“Leadership Hires: The Global Market Has Grown Up” Across the FinTech and RegTech world, from London to New York, Singapore to San Francisco, one thing stands out right now: the market has grown up. The past two years of consolidation, mergers, and regulatory scrutiny have created a very different hiring climate at senior level. Gone are the days when a start-up could raise Series B funding and immediately build a 10-person executive team. Today, every hire must have a business case and measurable return on investment. For UK firms, it is about survival and strategic scaling. For US firms, it is about sustainable market share and meeting tighter investor expectations. Globally, it is about maturity and hiring fewer leaders, but the right ones. We are seeing: RegTech C-suite hires focusing on resilience, not just rapid reach. FinTech boards prioritising compliance, cost discipline, and credibility with regulators. A surge in fractional and advisory roles as firms seek experience without full-time overheads. Leadership hiring has not stopped, it has become smarter. The best opportunities now go to those who can prove they have led through complexity, not just growth. #FinTech #RegTech #Leadership #ExecutiveHiring #GlobalRecruitment #UKFinTech #USFinTech

How do you compete with Big Tech for top payments & fintech talent? In today’s landscape, it’s no longer just startups vs. scaleups. Big Tech is actively recruiting in payments, embedded finance, and crypto. But you can win. The key is leaning into your unique strengths. Here’s how: 🔵 Embrace mission & impact: In a smaller or growing firm, your engineers, product leads, and risk teams can see the direct impact of their work. That’s hard to replicate at scale. 🔵 Offer autonomy & rapid growth: Fewer layers, faster decisions, and real ownership. Many candidates will value that. 🔵 Culture matters: Giving people freedom in how and where they work signals trust and innovation. 🔵 Design smarter compensation packages: you can be creative with bonuses tied to real impact, equity, wellness or learning perks, and flexibility. 🔵 Speed up hiring & reduce friction: Big Tech’s hiring cycles are long. If your process is lean, empathetic, and fast, you’ll convert more great candidates. If you’re building or scaling a payments or fintech team and want to understand how to punch above your weight in hiring, this article is for you: https://lnkd.in/eHAvEZWV #Fintech #Payments #TalentAcquisition #Recruitment

Transparency and alignment are key. The best fintech leaders know that hiring isn’t about just filling a role, it’s about shaping the future of your team. Read more about how you can set your team up for success. ➡️ https://lnkd.in/e2A6HzkG #HiringTips #FintechGrowth #LeadershipSuccess

As I get more familiar with the investment banking industry and market dynamics, I've seen some interesting trends emerge. After a slow start to the year, Global M&A deals are starting to pick up with a 27% increase in volume since last year.   On the West Coast, California remains the center of tech M&A. In March alone, the state recorded 117 transactions, with tech accounting for 44% of deals. Definitely seeing a movement for AI and cloud infrastructure deals. More and more, Los Angeles and San Francisco are becoming hubs for middle-market M&A, typically ranging from $50M to $2B. Entertainment, gaming, and SaaS dominate LA, while Silicon Valley continues to attract AI-native platforms and vertical SaaS businesses.   These trends are translating into increased hiring for investment banking roles. If you’re looking to add talent to your team, I’d be happy to discuss further.   #InvestmentBanking #MergersAndAcquisitions #SelbyJennings #Recruiting

Attracting top-tier talent in FinTech needs a proactive People acquisition strategy - from my experience, there are several key factors that can make all the difference: 💡Showcase Innovation: Talented professionals are drawn to ground breaking projects and products. Highlight how your company is pushing the envelope using cutting-edge technology, hiring industry specialists and producing innovative products. 🏠Flexible Work Environment: With over 80% of UK workers highly valuing flexibility, offering remote working options or flexible hours can be a huge draw. 🌱 Career Growth Opportunities: Ensure clear paths for promotion and ongoing education. Providing access to the latest courses or conferences shows you're invested in their career. 💰Competitive Compensation: While salary isn't everything, staying competitive within the market is crucial. Supplement salaries with short or long term financial incentives, stock options or competitive benefits packages. 🤝 Inclusive Culture: A diverse and inclusive work environment is not only ethically right but also appeals to a broader talent pool. What strategies have worked for you in attracting top fintech talent? 🤔 #Fintech #innovation #hiring

💡 The Interim CTO Who Wants to Replace Himself I had an interesting conversation this week with an interim CTO at a US-based FinTech. He’d been brought in at pre-seed, built the technology roadmap and blueprint, and the company is now gearing up for their Series A. Here’s the twist — his goal is to replace himself with a permanent CTO, probably around Q2 2026. Smart move. He’s planning ahead. But he wanted to know what they should be doing now to make sure they find the right person. He’s already anticipating that the founders and CEO will want to tap their network — but, in his words, “It’s a very legacy-based network. Not many people with recent scale-up experience.” So, he reckons they’ll need to allocate three months to find the right person. Fair assessment. But here’s what I told him: “If we were appointed, within 30 days we’d have found, met, interviewed, screened, and secured the right candidate — first time of asking.” He asked me outright: “What’s your retention rate?” Smart guy. I was happy to share the numbers: ✅ 12 months — 96% retention ✅ 24 months — 94% retention Then I flipped the question: “How pivotal is this role? How serious are you about getting it right first time?” Because if the answer is very, then the cost of certainty is always cheaper than the cost of a wrong hire. When you rely on a legacy network, job ads, or multiple no-win-no-fee agencies — you’re not running a strategy. You’re running an experiment based on luck. And luck isn’t a hiring strategy. 🔥 If you’re hiring a tech leader now or in 2026, start the conversation now. Certainty beats chaos every time. Until next time people, I’m Warren Beazley (FIRP), #TheCTORecruiter #CTOHiring #ExecutiveSearch #FinTech #StartupGrowth #LeadershipHiring #ScaleUp

If you want the best, it's really simple you have to pay for it. When it comes to hiring top AI talent in financial services or fintech, there’s not a secret formula or hidden agenda. Yes of course people buy into your mission, vision, and the flexibility you offer. However if you’re chasing the top 1–3% of the market, as harsh as it sounds no one is taking a 50% pay cut to “buy into your next unicorn idea.” Remember, there are hundreds of other founders / businesses who think they have the best vision / mission on the planet so unfortunately that just doesn't work in today's market. Absolutely, some candidates may take a small drop perhaps 5-10% but trust me, 99% of top talent wouldn't take any more of a drop than that and most want a pay rise! Guess what if you cannot pay them what they are worth, someone else will.

The Hidden Cost of Slow Hiring in FinTech: 💡 If you think a long, drawn-out interview process means “hiring smart,” you might be losing more than you realize. In FinTech, time isn’t just money - it’s product velocity, investor confidence, and market share, as the payments market is so competitive. I’ve seen startups spend 8 weeks and 5 interview rounds debating between two engineers… By the time they make an offer, both are gone one joined a large player in the payments space, the other joined a fast-moving start-up, where the quick process made the candidate feel desired and bought in. Meanwhile, the team is down 1 engineer, deadlines slip, and leadership’s attention drifts to “why recruiting is so hard.” Here’s the timelines I use when talking to founders: - 1 month delay = 1 sprint behind competitors - 2 months delay = 1 missed release cycle - Lost momentum = lost morale Speed doesn’t mean lowering the bar. It means tightening your process, aligning your team, and moving decisively when you find the person. FinTech rewards speed - especially in hiring. Any founders struggling in this area, feel free to drop me a message, always happy to compare notes 📒

⚡️ “Relevant experience” isn’t always what matters most ➢ Lately, I keep hearing this from companies: “We’re only considering candidates with recent experience in our exact niche.” ➢ Sounds reasonable - until you realize one thing: If someone just switched from one similar company, they’ll probably do it again when the next offer comes. ➢ You don’t build strong teams by chasing ready-made people. You build them by finding minds that adapt fast, understand systems, and can create structure where there was none. ➢ Over the past 12+ years, I’ve built and scaled businesses across FinTech, iGaming, and Real Estate - from a €35M factoring company to a €50M investment fund pipeline. And every time, one thing proved true: the best results come from people who can learn faster than the market changes. If you’re hiring, look wider. ➤ Don’t just search for “someone who’s done it before” - find the person who can do it better next time. 💡 Do I want a replica of what exists - or someone who’ll help create what doesn’t yet?

The finance industry is standing at a crossroads, and the wrong hire could cost millions. Banks once relied on generalist recruiters who could fill seats fast. But in 2025, speed without specialization is a liability. Finance has changed: 💰 Interest rate shocks. 🤖 Fintech disruption. 📉 Regulatory volatility. 🌍 ESG accountability. The next generation of leaders isn’t defined by titles, it’s defined by adaptability, foresight, and fluency in a sector that moves faster than ever before. At TriStaff Search, we believe Specialized Executive Search in Finance is no longer optional it’s mission-critical. The difference between a “qualified” leader and a transformational one? It’s the recruiter who understands the world they’re walking into. Read our latest insight: https://lnkd.in/d-a4ANs6 #Finance #FinTech #Leadership #DigitalBanking #FinancialServices