Preventing Burnout Through Smarter Hiring: A Conversation with Beril Yilmaz

In the high-pressure fintech industry, finding and retaining top talent while ensuring employee well-being is a growing challenge. Many professionals struggle with stress due to unrealistic job expectations, 24/7 connectivity, and an always-on culture that blurs work-life boundaries.

Beril Yilmaz, Senior Recruitment Consultant at PaymentGenes, brings a unique perspective to the conversation. With a background in psychology and years of experience in talent acquisition, she helps companies build teams that not only perform at a high level but also maintain a healthy work-life balance.

Today, we sit down with Beril to discuss how companies can prevent burnout through smarter hiring strategies, better cultural alignment, and a deeper understanding of why burnout rates continue to rise.

The Role of Recruitment in Preventing Burnout

PaymentGenes: Today, we’re diving into an important topic—preventing burnout. The World Health Organization defines burnout as chronic workplace stress that isn’t successfully managed, often leading to exhaustion, cynicism, and reduced effectiveness. In fintech, where the pace is intense, burnout is a major concern. How does recruitment play a role in preventing it?

Beril: Preventing burnout starts with honest recruitment. It’s not just about filling roles—it’s about building a healthy work environment. That begins with setting clear job expectations from the start. Candidates should know what to expect in terms of workload, working hours, and performance targets.

Transparency about company culture and management style is also key. I’ve seen cases where companies advertise flexibility and autonomy, but in reality, they have high-pressure environments with little work-life balance. This mismatch can lead to stress, disengagement, and early resignations.

“Preventing burnout starts with honest recruitment. It’s not just about filling roles—it’s about building a healthy work environment.”

Why Are Burnout Rates So High?

Before we explore solutions, it’s important to understand the root causes of burnout in today’s workforce. Recent studies reveal that nearly 40% of employees experience burnout, with rates climbing even higher in fast-paced industries like fintech and recruitment. But burnout isn’t just a personal struggle—it’s often a reflection of larger cultural, generational, and technological shifts.

Key Contributors to Burnout

High-Pressure, Results-Driven Workplaces

• Many industries, including fintech and recruitment, rely on aggressive targets, strict KPIs, and relentless performance pressure.
  
• Success is often measured in binary terms: "Did you close the deal or not?" This black-and-white approach can be emotionally exhausting.
  

The Always-On Culture & Digital Overload

• Employees today are more connected than ever—emails, Slack messages, LinkedIn notifications—creating an expectation of 24/7 availability.
  
• Phone addiction and the dopamine loop of checking messages contribute to chronic stress and mental fatigue.

‍Generational Shifts & Changing Priorities

• Younger generations, particularly Gen Z, prioritize flexibility, purpose, and balance over traditional hustle culture.
  
• Many are disillusioned by transactional workplaces that don’t invest in people-first cultures.
  
• While they’re more vocal about mental health, they are also less tolerant of poor work-life balance.

‍The Emotional Toll of the Job

• Jobs with high rejection rates—such as recruitment or sales—can lead to emotional exhaustion.
  
• Managing candidates’ career hopes and clients’ shifting demands simultaneously can be mentally draining.
  

Lack of Boundaries & Self-Regulation

• Especially for remote or junior employees, blurred work-life boundaries can make it hard to switch off.
  
• Many employees haven’t been equipped with the emotional tools to set boundaries and reset.
  

Shifting Employee Expectations

• Candidates today are more informed and selective, requiring recruiters to invest more time in personalized outreach and trust-building.
  
• This increases the time and emotional energy required per hire, adding to job-related stress.
  

Lack of Purpose & Vision

• Employees who feel disconnected from the company’s mission or see their work as transactional are more likely to burn out.
  
• A sense of purpose is critical for long-term engagement and well-being.
  

Leadership & Training Gaps

• Many companies prioritize hitting KPIs over coaching and development, leading to burnout among employees who feel unsupported.
  
• Without strong leadership and psychological safety, burnout spreads quickly.
  

Identifying Candidates at Risk of Burnout

PaymentGenes: That’s an important point. On the candidate side, are there ways recruiters can identify individuals who might be more at risk of burnout?

Beril: Absolutely. During the hiring process, recruiters should look for signs that a candidate may already be experiencing burnout. If a candidate frequently mentions late nights, excessive workloads, or an inability to switch off from work, those are red flags.

Behavioral interview questions can also be useful. Asking candidates how they manage stress, prioritize tasks, or handle high-pressure situations provides insight into their coping mechanisms. If someone has been in multiple high-stress roles back-to-back without a break, they may already be on the edge of burnout.

It’s also about fit. Some professionals thrive in fast-paced environments, while others need a structured work-life balance. Matching candidates to roles that align with their work style helps prevent burnout down the road.

Balancing Performance and Employee Well-Being

PaymentGenes: Fintech is known for its fast pace, and many firms embrace a “hustle culture.” How can companies maintain high performance without creating a toxic environment?

Beril: The belief that working longer hours leads to better results is a myth. Instead, companies that prioritize work-life balance tend to have stronger, more sustainable teams.

• Setting clear working hours and offering flexibility (such as remote work options) can make a huge difference.
  
• Encouraging employees to take time off and disconnect fosters long-term engagement.
  
• Leadership matters—recognizing achievements and creating a culture of learning rather than fear encourages innovation.
  

“Shifting the focus from relentless hustle to a balanced, supportive environment leads to better performance while minimizing burnout.”

Supporting Employees’ Mental Health Beyond Hiring

PaymentGenes: Once employees are hired, how can fintech companies continue to support their mental health and well-being?

Beril: Preventing burnout doesn’t stop at hiring—it requires ongoing commitment. Companies can implement:

• Wellness programs, mental health days, and access to counseling.
  
• Regular manager check-ins and mentorship programs to provide employees with support.
  
• Flexible work arrangements, such as hybrid work models or mental health breaks, to promote long-term well-being.
  

When employees feel valued and supported, they are more engaged, productive, and less likely to burn out.

Final Thoughts

PaymentGenes: It’s clear that hiring practices, workplace culture, and broader societal trends all contribute to burnout. Any final thoughts on how fintech companies can build healthier, high-performing teams?

Beril: It all starts with the right hiring practices and an honest, supportive work culture. When companies focus on realistic job expectations, cultural alignment, and work-life balance, they create environments where employees thrive—and that’s ultimately what drives long-term success.

PaymentGenes: Well said! Thanks for sharing your insights, Beril.

Beril: Thanks for having me! Looking forward to seeing more companies embrace these best practices.