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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For certain high-demand skill sets - think cybersecurity, blockchain development, machine learning, or specialised compliance roles - a global talent strategy isn’t just nice to have. It’s essential.
When talent is this scarce, limiting your search to a single city or country can mean compromising on quality. Going global gives you access to more experienced candidates, often with highly specialised knowledge that simply isn’t available in your local market.
That said, remote isn’t a shortcut. A brilliant developer working from another continent is still only effective if the infrastructure, communication, and team rhythms are in place. And it’s worth noting that global remote hiring can bring challenges around time zones, compliance, and compensation alignment - all solvable, but not negligible.
Some roles genuinely benefit from remote work. Deep focus tasks - like coding, risk analysis, or regulatory research - are often better done away from the distractions of an open-plan office. In fact, some of the most effective fintech professionals we’ve placed thrive in quiet, home-based environments where they can fully concentrate.
But there’s a caveat. It’s not just about the job - it’s about the person. Not everyone works well remotely. Some candidates may lack a suitable home setup or struggle with isolation. That’s why we advise our clients to explore this during the hiring process. Don’t just ask, “Can they work remotely?” Ask, “Will they do their best work remotely?”
On the flip side, certain roles are still better suited to in-person environments. These might include:
For these positions, local hiring may offer more consistency, better knowledge transfer, and faster onboarding.
Even with seamless online tools, collaboration isn’t just about bandwidth and calendar invites. Learning, mentoring, innovation - these thrive on informal conversations and shared experience.
This is where local hiring still holds strategic value, especially if you’re building new functions, integrating acquired teams, or scaling fast. Having people in the same space can accelerate cohesion, reduce communication breakdowns, and help new joiners feel part of something bigger.
But if you are hiring globally, make space for connection. Bring teams together in person - annually, quarterly, or more frequently depending on your structure. Whether it’s regional meetups, functional team offsites, or full-company events, investing in human connection is what makes distributed teams stick.
At PaymentGenes, we encourage our clients to make remote vs. local decisions role by role - not company-wide. Here’s how:
Hiring globally can unlock incredible talent. Hiring locally can build deeper roots. The key is to understand what the role - and your people - really need to succeed.
There’s no perfect answer. But there is a right answer for your business, your team, and the talent you want to attract.
Need help figuring it out? We work with fintech companies around the world to build scalable, high-performing teams - both on-site and remote. If you’re rethinking your hiring strategy or navigating the global-local balance, let’s talk.
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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.
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