Lisa notes that the first half of 2025 has been busy, particularly for revenue-generating roles. “We’ve seen a clear spike in demand for Business Development Managers and Partner Acquisition Managers. We’ve also supported early-stage startups building out teams, and more established players looking to restructure or expand into new areas.”
While technical talent remains consistently sought-after, Lisa highlights three key areas for fintechs once their core product is live:
“Typically, we see these at ‘Head of’ or Director level, reflecting the need for leadership and compliance readiness.”
Lisa identifies two main friction points:
“Be transparent on salary, process, expectations, and flexibility. Avoid lengthy hiring cycles—four or five stages means you’ll likely lose talent to faster-moving competitors. Don’t lowball offers; starting negotiations far below expectations damages trust.”For Candidates: Clear Goals & Measurable Impact
“Many commercial candidates still omit numeric wins, and that’s a missed opportunity.”
Lisa also emphasises that both companies and candidates should respect the recruitment process:
This interview is part of the PaymentGenes Salary & Hiring Trends Report 2025 in collaboration with MPE, combining salary benchmarks with recruiter insights. The report helps companies and candidates understand real market dynamics and prepare for H2 2025.
👉 Download the full report here
Let’s address a challenge that every Payments and FinTech leader faces: building and scaling a high-performing tech team. Whether it’s real-time transaction processing, fraud detection, payment infrastructure, or regulatory compliance, your tech workforce isn’t just supporting your business - it is your business.
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