Author: Dani Wilkinson

Why the Best Fintech Execs Are Quietly Leaving Big Brands for Scaleups

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There’s a silent shift happening in fintech leadership. High-performing executives from global banks, tech giants, and household-name institutions are quietly walking away from prestigious brands and walking into scaleups. They’re not chasing logos anymore. They’re chasing leverage: the ability to move fast, own outcomes, and build something meaningful.

Welcome to the prestige shift: from brand-name to builder mindset.

From Logo Chasers to Legacy Makers

Once upon a time, an exec’s career arc wasn’t complete without a stint at a big brand name. But today’s top talent is recalibrating. Many of the most capable operators in payments, AI, infrastructure, and digital banking have realized that true impact doesn’t always come with a global brand attached.

They’re leaving the bureaucracy and layered decision-making behind, not because they can’t cut it, but because they’ve outgrown it. They’re trading ivory towers for concrete floors. And they’re doing it quietly, deliberately, and often under the radar.

What Top Candidates Actually Want Now

For senior operators, the calculus has changed. Compensation still matters, but the traditional model, high salary, low autonomy, is losing its appeal.

Today’s elite candidates are prioritizing:

  • Mission-led cultures where their work has visible impact
  • Equity upside that ties reward directly to outcomes
  • Autonomy to move fast and make decisions without corporate drag

The Hidden Cost of Hiring for CV, Not Fit

Still, many scaleup founders fall into a common trap: hiring “name-brand” execs for their pedigree, without evaluating startup readiness. A VP from a Tier 1 bank might look perfect on paper, but drop them into a fast-paced scaleup with incomplete playbooks and scrappy teams, and friction follows.

The result? Misalignment. Frustration. Early exits. And a costly, avoidable reset.

Why “Startup-Curious” Isn’t Enough

At Finiti, we see the nuance. It’s not enough to hire someone who’s interested in startups. You need someone built for the build. Someone who isn’t just tired of corporate, but energized by chaos. Someone who won’t just survive ambiguity, they’ll lead through it.

That’s why our qualification process goes deep, not just into what a candidate has done, but into how they think, how they adapt, and whether they’re wired for startup velocity. It’s the difference between a good hire and the right one.

The Finiti Edge

Our roots run deep on both sides: legacy institutions and venture-backed startups. That dual perspective gives us a unique edge in top talent and executive search. We know how to speak the language of high-performers in both worlds and more importantly, we know what it takes to make the leap successfully.

We don’t just present candidates. We translate ambition into alignment. We help founders avoid the high-gloss hire and find the builder who’s ready to roll up their sleeves and scale. The quiet exodus is real. And it’s not about titles, it’s about traction. The question is: are you hiring for status or for scale? Let’s make sure it’s the latter. Reach out to Finiti today.

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From Equity to Influence: What Makes Sales Talent Say Yes

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In today’s competitive fintech landscape, attracting top commercial talent goes beyond simply offering the biggest package, it’s about something more. Senior sales leaders are placing increasing value on culture, mission alignment, equity potential and long term career growth. At Finiti, we speak to these professionals every day, and it is clear that the bar has shifted. High performers are not simply chasing numbers. They are looking for roles where they can make a genuine impact and grow with the business.

Why compensation is not everything

While a strong salary and bonus structure still matter, they are no longer enough on their own. The most sought after candidates are assessing how much strategic influence they will have, whether the equity on offer is meaningful, and if the leadership team is credible. Many are also looking for a path towards a future Chief Revenue Officer role. Sales leaders want to join organisations where they are not just executing but helping to shape the strategy.

The importance of mission alignment

Fintech sales professionals want to sell something they believe in, especially in complex and fast moving areas such as artificial intelligence, payments and digital assets. For them, understanding the product and having confidence in its potential is essential. If a candidate does not connect with the mission or sees a lack of clarity in positioning, they will likely walk away, regardless of the financial upside. In a market full of noise, authenticity stands out.

Common hiring mistakes founders still make

We continue to see early stage fintech founders lose strong candidates due to easily avoidable issues. These include overpromising on equity, offering inflated job titles with limited actual influence, or being unclear about role expectations. Equally, sales leaders are quick to sense when a product is not ready for the market. The most successful founders are transparent, realistic and willing to shape the role around the right person.

The Finiti advantage in candidate insight

We speak to hundreds of senior sales professionals across the fintech market, which gives us a clear and up to date view of what motivates top talent. We advise our clients not just on who to hire, but on how to position roles in a way that attracts the best candidates. This kind of insight comes from experience, relationships and a deep understanding of the commercial hiring landscape.

How executive search supports long term growth

Hiring a strong sales leader is not simply about filling a vacancy. It is about creating the right foundations for future success. The right commercial hire will bring in revenue, help shape go to market plans, and build a team around them. Through executive search, we help our clients find leaders who are ready to scale with the business, not just hit targets in the short term.

Thinking beyond salary

Today’s fintech sales professionals are thinking beyond salary. They want purpose, progression and partnership. The companies that win their attention are those that offer real influence, a mission they believe in, and the chance to grow. With Finiti’s insight and reach, our clients are well placed to secure the commercial talent that truly drives growth. Ready to connect with the talent that moves the market? Reach out to Finiti today.

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Working from Home – Do People Just Always Want What They Can’t Have?

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It’s been over four years since makeshift desks and Zoom fatigue became the norm. Yet in a plot twist few expected, it’s Gen Z, the digital natives, and TikTok generation, who are leading the charge back to the office.

For executive search firms, fintech employers, and high-performing sales teams, this shift isn’t just a generational quirk. It’s redefining what makes a role appealing and high performing.

From Zoom Back to the Boardroom

In the wake of COVID-19, working from home was a golden promise offering flexibility, autonomy, and the end of commuting. But fast-forward to 2025, and the tide is shifting. A Financial Times piece recently highlighted a growing trend: Gen Z professionals increasingly want to work in an office. They’re not being dragged back, they’re opting in.

Why? For starters, many younger professionals simply don’t have the space or quiet to work effectively from home. With flat shares, studio apartments, and noisy roommates, a corporate office offers something their personal environment doesn’t: focus and structure.

Then there’s the social factor. Work is about more than just output, it’s also where connections, learning, and mentorship happen. And in sales and fintech especially, those conversations and spontaneous brainstorms can make all the difference between a decent performer and a top-tier hire.

The Salesperson’s Perspective

In sales, presence is power. There’s a reason so many elite sales professionals have welcomed a return to the office, the sales floor is hard to replicate in isolation.

Being physically present with colleagues, hearing how others handle objections, or watching a manager’s body language during negotiation coaching builds confidence and capability. These are things Zoom rarely delivers.

For those early in their careers, especially in fast-moving fintech startups or scaleups, visibility can drive velocity. It’s how you get noticed, promoted, and ultimately how you accelerate earnings.

What This Means for Hiring (and Retention)

From a recruitment perspective, this shift matters. Office flexibility has long been seen as a talent magnet, but what if it’s becoming a repellent for some candidates?

We’ve seen roles fall apart at offer stage because of rigid WFH policies and seen candidates walk away from hybrid roles because they don’t want the commute. The point? There’s no one-size-fits-all. But the tide is turning, and leaders need to read the room.

For fintech employers competing for top sales talent, the message is clear: create environments that support both collaboration and performance. This might mean:

  • Offering flexible, office-first environments with structured in-office days

  • Building culture that rewards presence, not just performance

  • Investing in mentorship and training programs that happen in real life

Full Circle

Gen Z’s return to the office is simply a reminder of how cyclical workplace preferences can be. The grass is always greener, until it isn’t.

Ultimately, the best workplaces will be the ones that can offer choice and clarity, meeting the needs of both seasoned sales pros who thrive in autonomy, and ambitious Gen Zers looking for structure and community.

Are you seeing office expectations become a sticking point in your sales hiring process? We are, and we’re helping fintech leaders navigate it every day. Reach out today to stay ahead of the curve and build the right talent strategy for your organisation.

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AI Is Transforming Fintech Talent Acquisition—But Retention Is the Real Game-Changer

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In fintech, the competition for top-tier talent is fiercer than ever. Just as AI is revolutionizing the industry, it’s also reshaping the way companies attract and retain employees. The challenge? It’s not just about securing top candidates, it’s about keeping them engaged in a rapidly evolving, innovation-driven landscape. If you don’t prioritize a strategic approach to hiring and retention, you risk losing out to competitors who do.

Understanding AI’s Impact on Fintech Recruitment

It’s hard to believe that only a few years ago the AI industry sector was in its evolution stage and known by the minority rather than the majority. Now it’s an industry where the hiring needs have grown exponentially, and more importantly, it’s the space where candidates want to work and grow in their careers. 

Often companies want to tap into specialised talent pools with a proven track record, and the AI sector is following this trend. 

Key shifts in an AI-driven fintech industry, which is impacting talent and recruitment:

  • Evolving Skill Sets: Firms are looking for professionals who understand both fintech products and AI applications. 
  • Hybrid Talent Needs: The demand is rising for candidates who bridge the gap between data science, regulatory compliance, and financial services.
  • Global Talent Competition: Remote work and utilization of AI tools to enable productivity, means this industry is even more global than ever before. And companies want the best in the business, no matter where you are located. 

Building an Attractive Employer Brand

In a competitive market, top talent choose companies that offer more than just a paycheck. They want to work for organizations that emphasize innovation, diversity, and long-term career growth. To stand out, fintech firms must focus on:

  • Innovation: Position your company at the cutting edge of fintech, showcasing AI-driven advancements and forward-thinking strategies.
  • Diversity & Inclusion: A diverse workforce fosters creativity and problem-solving, key drivers of fintech success.
  • Growth Opportunities: Employees want clear career progression, mentorship, and upskilling opportunities.
  • ESG Principles: Fintech professionals, particularly younger generations, value sustainability, ethical AI use, and responsible business practices.

Attracting Talent: Competitive Offers That Matter

In today’s market, a competitive salary isn’t enough. Companies must offer holistic compensation packages that address both financial and non-financial incentives, such as:

  • Salary & Benefits: Benchmark salaries against industry standards while offering standout perks (e.g., equity, performance bonuses, wellness programs).
  • Upskilling & Development: Invest in AI literacy programs and continuous learning initiatives.
  • Flexible Work Models: Hybrid and remote work options remain a key decision factor for many candidates.
  • AI Tools for Efficiency: Providing AI-powered tools can enhance employee performance, making work more engaging and impactful.

Retention: Keeping Top Talent Engaged

Winning the talent war doesn’t stop at hiring, the real challenge is retention. Here’s how fintech firms can ensure long-term employee satisfaction:

  • Continuous Learning & Development: Offer ongoing education, leadership training, and AI-focused upskilling.
  • Collaborative Culture: Foster teamwork, knowledge-sharing, and cross-functional collaboration.
  • Employee Well-being: Prioritize mental health, work-life balance, and overall job satisfaction.
  • Shares and stock options: For high growth companies, this is highly attractive for candidates who are willing to really get stuck in and drive business growth. 

Partner With Finiti for AI and talent acquisition strategies

Navigating the evolving fintech talent landscape requires expertise. If you’re looking to attract AI-savvy professionals, our deep industry knowledge, recruitment solutions, and extensive network can help.

Get in touch with Finiti today to build a future-proof fintech talent strategy.

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Love Is Blind… But Recruiters Aren’t – Make Your Resume (CV) Irresistible

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In Love Is Blind, words matter – same goes for your resume. Fintech sales roles are fiercely competitive, and just like in the pods, what you say (and how you say it) makes all the difference. Whether you’re targeting a C-suite leadership position or an individual contributor role, your resume must go beyond listing responsibilities—it needs to showcase what you’ve sold, who you’ve sold to, how you’ve sold, and how much you’ve achieved. Otherwise, you will find that you won’t get selected for interviews that you really should, (and if you can’t show off on your resume, when can you?). You have to write your resume imagining that you are telling a story and taking people on your journey. 

Most candidates fail to include half this information, but these details are exactly what hiring managers and recruiters want to see. Below, we’ll break down the key strategies for crafting a fintech sales resume that positions you as a top-tier candidate.

Showcase What You’ve Sold

Simply listing your employer’s name isn’t enough. With so many Fintechs, many of them startups, there are few household names. Be specific and say what your company sells and who it sells it to. 

  • Specialist area: Say what the product or solution is: Were you selling payment solutions, banking platforms, SaaS trading technology, embedded finance, or AI-driven financial tools?
  • How big are they? National, International, Series B, Series C. Demonstrate scale and size.  
  • Sales Model: Was it a subscription-based SaaS product, enterprise software, data services, consulting, or something else?

Example:
Instead of: “Sales Executive at XYZ Fintech”
Try: “Sales Executive at XYZ Fintech, specializing in AI-powered risk analytics solutions for asset managers and Tier 1 banks.”

Clarify Who You’ve Sold To

Employers want to know if your experience aligns with their target customer base. Provide clarity on:

Example:
Instead of: “Managed enterprise accounts”
Try: “Managed key relationships with Tier 1 banks and global asset managers, securing multi-million-dollar enterprise sales deals.”

Explain How You Sell

Sales methodologies and approaches matter. Recruiters want to know:

  • Sales Motion: Were you responsible for new business acquisition, upselling, renewals, or selling via channel partners?
  • If you want a New business sales role, highlight and make sure it is clear what sales were to brand new clients. If you want more of an Account Management role, highlight upselling and cross selling achievements
  • Methodologies: Did you use Miller Heiman, Challenger Sales, or SPIN Selling?

Example:
Instead of: “Closed deals with financial services firms”
Try: “Led enterprise sales using Challenger methodology, closing multi-year SaaS contracts with global asset managers.”

Quantify How Much You Achieved

Hiring managers want to see numbers. Your fintech sales resume should highlight:

  • Sales Target: What was your quota?
  • Performance: What percentage of the target did you achieve?
  • Deal sizes: Give a range of typical deal sizes
  • Know your numbers: Revenue, EBITDA, ROI,

Example:
Instead of: “Consistently exceeded sales targets”
Try: “Achieved 120% of $1.5M annual quota, typical deals between $100-300k ARR

For Leaders: Showcase Growth & Strategic Impact

For leadership roles, hiring managers want to see your impact on revenue, team growth, and strategic execution. Be clear on:

  • Revenue Growth: How much did revenue grow under your leadership?
  • Scaling Efforts: How many new employees, offices, or markets did you add?
  • Exit Strategy: Did you contribute to an acquisition?

Example:
Instead of: “Led fintech sales team”
Try: “Joined as Head of Sales to scale operations—expanded team from 5 to 20, grew revenue from $10M to $20M and EBITDA from 4-10%”

A Resume That Sells You

Your resume should sell your experience as effectively as you sell fintech solutions. By clearly detailing what you’ve sold, who you’ve sold to, how you’ve sold, and how much you’ve achieved, you’ll create a compelling resume that grabs the attention of recruiters and hiring managers.

If you are looking for a new opportunity or want to see what options are out there in the job market, get in touch with Finiti Search today via our contact us form. 

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Celebrating International Women’s Day: Spotlight on Kate Sharland and Alison Power of Finiti Search

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Every year on March 8, International Women’s Day is a global celebration of women’s achievements and a call to action for accelerating gender equality. In the world of fintech, a traditionally male-dominated industry, women are steadily making their mark. According to a 2021 report from Findexable, women now represent approximately 30 percent of the total fintech workforce and hold key leadership roles as executives, board members, and founders. 

At the forefront of this progress is Finiti, a female-founded fintech sales recruitment firm that has been championing excellence and inclusivity since 2007. Founded by Kate Sharland and Alison Power, two trailblazing women with a shared vision, Finiti has redefined what it means to recruit for fintech sales roles. With a global reach and a commitment to transparency, diversity, and client partnership, Finiti continues to take charge of placing exceptional talent and advocating for gender equity in fintech.

Building Finiti: A Story of Vision and Purpose

Kate Sharland and Alison Power’s journey began at Loughborough University, where their shared passion for leadership and innovation laid the foundation for Finiti. Recognizing a significant gap in the recruitment landscape for fintech sales, they set out to create a firm that not only addressed this need but also championed values of transparency and excellence.

From the beginning, Finiti was built on principles that set it apart:

  • Transparency and Communication: Open and honest dialogue with clients and candidates alike.
  • True Partnership: Building long-term relationships rooted in trust and mutual respect.
  • Commitment to Excellence: Striving to exceed expectations with every placement.

Though Finiti operates with a small but mighty team of fintech specialists, its reach is truly global, helping connect top-tier sales talent with innovative fintech companies.

At the heart of Finiti’s success are its founders whose leadership and vision inspire their team and clients.

Kate Sharland

Kate’s background in competitive field hockey shaped her as a leader and team player. These skills seamlessly transitioned into her professional life, where she quickly rose through the ranks of sales recruitment before specializing in fintech. Kate’s real passion is working with high growth businesses and matching talent to fit their needs. And on the flip side, Kate takes a lot of pride and responsibility in really changing a person’s career and life direction. 

Alison Power

Alison’s early passion for competitive football and leadership roles at Loughborough University fueled her drive for success. She transitioned from strategic marketing into fintech recruitment, where she found her true calling. An advocate for diversity, equity, and inclusion, Power balances her professional pursuits with philanthropic efforts to empower underrepresented groups in fintech and the community.

Breaking Barriers as Female Leaders in Fintech Recruitment

As women in a male-dominated industry, Kate Sharland and Alison Power have faced their share of challenges. Yet, they’ve consistently turned obstacles into opportunities. By building a global network of top-tier fintech sales talent, Finiti has not only become the go-to recruiter for fintech sales but also a vocal advocate for diversity and inclusion. Their work has played a vital role in reshaping the landscape of fintech, ensuring that more women have a seat at the table in leadership roles.

When Kate and Alison reflect on the industry that stats really do tell a story. In 2017 10% of the salespeople in fintech were women. Now that number looks more like 30% of salespeople are women. 

The journey toward gender equity in fintech is not without obstacles, but progress is undeniable. By breaking down systemic barriers, prioritizing diversity, and fostering a culture of inclusion, the industry can unleash its full potential. 

Clarity AI and GDS Link are great examples of inspiring businesses that have female figure-heads leading the charge. 

Trailblazing leaders like Cristina Junqueira, Co-Founder of Nubank, and Emilie Choi, President and COO of Coinbase, serve as powerful examples of what’s possible. Their stories remind us to stay inspired and committed to shaping a fintech landscape where opportunity is accessible to everyone.

For those eager to support and elevate female talent in fintech, several organizations are driving meaningful change. Initiatives like the Female Innovators Lab and 100 Women in Finance are excellent starting points to turn advocacy into action and help create a more inclusive and dynamic future for the industry.

As we look to the future, Finiti Search remains committed to championing excellence in fintech recruitment and advocating for a more diverse and equitable industry. Here’s to the women leading the charge and inspiring the next generation of fintech leaders!

If you’re ready to partner with a team that values diversity, inclusion, and excellence, connect with us today. 

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