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In partnership with MPE.
The first half of 2025 has reinforced one thing for the fintech sector: talent is on the move, and companies must act decisively to stay competitive. Across Europe, we’ve seen a clear surge in demand for compliance experts, engineers, and AI specialists, highlighting a market not just returning to hiring, but hiring with purpose.
“Compliance, AI talent, and experienced finance leaders continue to top the list; firms are no longer hiring compliance as a ‘nice to have’, it’s the backbone of licensing and market expansion strategies.” Harrison Williams, Team Lead at PaymentGenes Recruitment.
At the same time, candidates have become more confident and selective. They understand their market value, benchmark salaries, and won’t hesitate to explore better opportunities if growth, culture, or flexibility are lacking. Companies that act quickly, communicate clearly, and treat recruitment as a partnership are winning the race for scarce skills.
“Companies need to be upfront about salary, process, expectations, and flexibility. If you’re vague or evasive, you lose credibility. Lengthy hiring cycles and lowball offers damage trust before the relationship has even begun.” Lisa Gambino, Senior Payments Recruiter.
Even as the market thrives, challenges remain. Senior talent is limited, budgets are under pressure, and outdated return-to-office expectations risk losing excellent people. “Many professionals are willing to work two days in the office, but three or four is often a dealbreaker,” notes Lisa. “Employers insisting on it are losing top candidates, often without realising why.”
2025 promises to be a pivotal period for workforce planning. Companies that align hiring with future-ready capabilities (AI, regulatory expertise, and digital innovation) will hold a clear advantage.
“Candidates are increasingly adopting AI to optimise their work, but human skills - communication, proactivity, and collaboration - remain critical differentiators. Those who blend technical expertise with soft skills will stand out.” Bram Vreugdenhil, Co-founder of PaymentGenes Recruitment.
Salary trends remain a central focus for companies and candidates alike. Across five core European markets, software engineers, product managers, and compliance professionals saw steady growth in compensation. The Netherlands led the way with a 7.5% increase, followed closely by Germany and France at around 5.3–5.5%. While bonuses remained stable, non-monetary benefits such as flexible work arrangements, personal development budgets, and equity options are increasingly influencing candidate decisions.
Partnering with niche recruiters is emerging as a strategic solution for hiring in a fragmented market. Harrison Williams notes: “Specialist recruitment partners help surface passive candidates, reduce friction, and accelerate the hiring process. Companies that invest in these relationships are better positioned to secure high-impact talent.”
Candidates, meanwhile, are setting higher expectations for themselves and their future employers. Clarity on career goals, demonstrable achievements, and relevant certifications - particularly in finance and compliance - remain key differentiators. “Set clear, actionable career goals for 2026, whether that’s upskilling, seeking a promotion, or pivoting to a new niche,” Lisa advises.
This snapshot shows a market in motion, where speed, transparency, and purpose are defining the most successful talent strategies. Firms that embrace these trends while balancing flexibility, culture, and competitive compensation will not only attract the best professionals but retain them, turning recruitment into a true strategic advantage.
The question is clear: will companies adapt boldly to the new hiring realities, or risk being left behind?
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When it comes to building high-performing fintech teams, one question keeps coming up: Should we hire globally or locally? It’s a conversation we’ve had with dozens of clients over the past year - and there’s no one-size-fits-all answer. In a sector where talent is scarce, skills are specialised, and collaboration is key, where someone works is just as important as what they do. Here’s how we help our clients think through the remote work dilemma - and what we believe fintech leaders should consider when making these strategic hiring decisions.
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Breaking into the payments and fintech industry isn’t just about ticking the right boxes on your CV - it’s about connecting with the right people, showing up in the right places, and knowing how to tell your story. I’ve worked with hundreds of candidates over the years, many of whom weren’t the “obvious choice” on paper - but they landed their dream roles because they knew how to build relationships, learn from others, and stay visible in the right networks. That’s the real secret. If you’re serious about launching or accelerating your career in this space, networking isn’t optional. It’s your bridge into a world that moves fast, values innovation, and is always hungry for curious minds and bold thinkers. Here’s how to build and use that bridge.
