Let’s be honest - talking about money can feel awkward. Even seasoned professionals sometimes stumble when it comes to salary negotiation. But if you’re working in FinTech or Payments, your skills are in high demand. And that means you’re valuable. We speak to talented professionals every day - senior engineers, compliance leads, product strategists, data specialists - who aren’t always sure how to position their worth in today’s fast-moving market. It’s not about confidence, it’s about strategy. And that’s something we can absolutely help with. With the right preparation and a bit of guidance, salary negotiation becomes a positive, empowering step in your career growth. Here’s how to do it well.
It’s no secret that the FinTech sector is growing. Rapid innovation, digital transformation, and consumer demand are pushing companies to build, scale, and differentiate fast. That means they need talent - specialised, experienced, and outcomes-focused talent.
If you’ve built expertise in areas like:
…you’re not just another candidate. You’re a business enabler. And the companies you’re talking to? They know it. What they’re paying for isn’t just technical capability - it’s your ability to drive efficiency, reduce risk, and unlock growth.
So don’t be shy about negotiating. You’re not asking for more just because you want it. You’re aligning compensation with value.
The most successful negotiations start long before the offer lands.
Look at salary benchmarks not just from generic sites like Glassdoor or LinkedIn, but from sector-specific reports. At PaymentGenes, we regularly advise candidates using our up-to-date salary data across FinTech verticals and seniority levels.
What’s your baseline for walking away? What’s your ideal package? And more importantly - what have you achieved? Think:
These aren’t just facts. They’re leverage.
Base salary is just one piece of the puzzle. Consider:
Once you know what matters to you, you’re ready to have a real conversation - not just trade numbers.
Don’t rush to name a number.
If you’re asked early on what salary you want, try:
“I’m open to discussing compensation once I have a clearer picture of the role’s responsibilities and impact within the business.”
This gives you space to understand the value they place on the role.
Wait for the offer. Then assess.
When it comes, express enthusiasm - but don’t accept on the spot. You can say:
“Thanks so much for the offer. I’m excited about the opportunity and would love to take some time to review the full package before we confirm next steps.”
When you counter, lead with value.
For example:
“Given the scope of the role and the impact I’ve had in similar positions - particularly leading teams through platform migrations and scaling internationally - I’d be looking for a base closer to €X, with scope for Y in bonuses or equity.”
If you’re unsure how to phrase this, we often work with candidates to shape a message that reflects both professionalism and confidence.
Consider more than just salary.
If a company is firm on base pay, can you negotiate more equity? A higher bonus target? Extra holiday or flexibility? Sometimes it’s about crafting a package that works for both sides.
Sometimes, even when you negotiate well, the employer’s response is “This is our best offer.” That doesn’t mean the conversation’s over.
And if it truly isn’t right? It’s okay to walk away. A role that undervalues you from the outset often sets the tone for what comes next.
Salary negotiation isn’t just about confidence - it’s about strategy. And that’s where we come in.
At PaymentGenes, we support professionals at every step, from market benchmarking and role positioning, to helping structure counter-offers and navigate complex equity conversations.
We know what FinTech firms are paying, where budgets flex, and how your skill set aligns with their business objectives. When you work with us, you’re not just applying - you’re backed by insights that help you get the offer you deserve.
If you’re exploring new opportunities and want to make sure your next move aligns with your value, reach out to our team at PaymentGenes. We’ll help you navigate the market with clarity, confidence, and real negotiating power. Contact us here: paymentgenes.com/contact
The rise of AI and automation is transforming every corner of the FinTech and Payments industry. From fraud detection to personalised financial products, regulatory compliance to algorithmic trading, AI is driving efficiency, innovation, and smarter decision-making at scale. But while most FinTech leaders are focused on how AI is revolutionising their products and operations, fewer are paying close attention to how it is fundamentally changing another critical aspect of business success - hiring.Talent acquisition is the backbone of innovation in FinTech. The companies that win market share, drive profitability, and stay ahead of disruption are those that can attract and retain the best minds - whether in AI, blockchain, cybersecurity, embedded finance, or product leadership. Yet, hiring in FinTech is a challenge: competition for talent is fierce, niche skills are in high demand, and scaling teams quickly without compromising quality is easier said than done. The solution? AI-powered hiring processes that allow forward-thinking FinTech firms to identify, secure, and retain top talent faster than the competition - all while improving efficiency, reducing bias, and enhancing the candidate experience.From sourcing to onboarding, technology is optimising processes, accelerating hiring, and delivering deeper insights - but it’s not a magic bullet. It’s a tool that, when used strategically, empowers hiring managers and HR teams to work smarter, not harder.So, how exactly is AI revolutionising the hiring process? Let’s walk through it step by step.
For years, traditional banking has been the cornerstone of financial services, but there’s no denying that FinTech is where the real innovation is happening. Digital payments, blockchain, AI-driven financial products - FinTech companies are revolutionising the industry at a speed that banks simply can’t match. If you’re working in banking and wondering whether you should make the leap, you’re not alone. More and more finance professionals are transitioning from legacy institutions to the fast-paced world of FinTech, bringing their expertise in risk, compliance, payments, lending, and customer experience to cutting-edge startups and scale-ups. But how do you make the move? How do you convince FinTech employers that you can thrive in their dynamic environment? And what skills will set you apart? Here’s how to approach your career transition strategically and land a role in FinTech.
Certifications are increasingly important in FinTech and Payments, signaling expertise, commitment, and compliance with industry standards. They can differentiate candidates, open career doors, and are often required in areas like compliance, risk, engineering, product, and data roles. Key certifications include AML and regulatory qualifications for compliance professionals, cloud and security certifications for engineers, agile and operational certifications for product and strategy roles, and data science and AI credentials for analytics functions. Choosing certifications aligned with your career stage and goals enhances credibility and marketability, especially when moving into new markets or leadership positions.
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