Insights from Bram Vreugdenhil, Co-founder PaymentGenes Recruitment
As the fintech sector enters 2026, hiring momentum is building again, this time with a sharper, more strategic focus. According to Bram Vreugdenhil, demand for specialised talent is accelerating across both technology and commercial functions, with companies prioritising roles that can future‑proof their operations in an AI‑driven market.
“We’re seeing a clear uptick in senior technology vacancies. CTO and tech‑leadership roles are becoming urgent hires, especially where AI strategy is central to growth.”
Fintechs entering new growth phases are increasingly investing in talent that strengthens scalability, innovation, and revenue generation. Three categories are leading the way:
CTO‑level roles, AI strategy leads, and engineering managers who can guide architecture, automation, and data transformation.
Business development, partnerships, and revenue‑driven roles remain essential as competition intensifies across Europe.
Product leaders and data specialists who support better decision‑making, operational efficiency, and smarter product evolution.
Bram highlights two areas gaining significant momentum going into 2026:
Now maturing beyond early‑stage experimentation, stablecoin projects are scaling rapidly, driving demand for compliance, product, and tech specialists with niche expertise.
Payment orchestration continues to expand as merchants prioritise cost optimisation, redundancy, and global coverage.
“Both stablecoins and orchestration platforms are creating entirely new categories of specialist talent.”
Bram flags two major obstacles companies must address in 2026:
Compensation, flexibility, growth pathways, and clarity around team culture matter more than ever.
“Candidate expectations are evolving faster than companies can adapt.”
Candidates are increasingly using AI to tailor CVs—sometimes inventing experience or overstating skills. This makes screening more complex and increases the risk of mis-hires.
AI‑powered hiring tools bring speed and structure, but they must be implemented thoughtfully.
“If AI screening isn’t managed well, it risks damaging the candidate experience and filtering out strong talent.”
Companies using AI in hiring should monitor for bias, overscreening, and signals of inflated or AI‑generated applications.
Bram stresses the importance of setting expectations from day one:
To stand out in an AI‑driven hiring landscape, professionals should:
“The gap between top and average talent is widening. The candidate journey has become a direct reflection of a company’s values.”
This interview is part of the PaymentGenes Salary & Hiring Trends Report, created in collaboration with MPE. The report combines salary benchmarks with firsthand recruiter insights to help companies and candidates understand real market dynamics and prepare for what lies ahead in fintech hiring.
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