Fintech Jobs: And How To Find Them.

Finding Your Next Role in Fintech - Episode 1

If you're struggling to land a job in fintech here in Australia, you're probably approaching it the wrong way.

Most people searching for fintech jobs treat the hiring process like they're applying for permission to work. They craft the perfect resume, polish their LinkedIn profile, and hope someone notices them among hundreds of other applicants. But here's the uncomfortable truth: in today's competitive fintech job market where candidates need an average of 294 applications to secure employment, being "qualified" isn't enough anymore.

It's time to stop looking for happiness and start solving problems.

The Career Balance Sheet Framework for Fintech Jobs

In Episode 1 of our new video series, Finding Your Next Role in Fintech, we introduce a framework that flips the traditional fintech job search on its head: the Career Balance Sheet.

Just like a company's balance sheet shows assets and liabilities, your Career Balance Sheet demonstrates the tangible value you've created throughout your career. But instead of listing job duties and responsibilities, you're documenting concrete problems you've solved and quantifying the value you've delivered.

This isn't about exaggeration or spin. It's about recognising that every role you've held, every project you've completed, and every challenge you've overcome has created measurable value for someone. Your job is to articulate it clearly.

Why This Changes Everything When Applying for roles in Fintech

When you position yourself as a problem-solver rather than just another applicant in the fintech jobs market, three things happen:

  1. You stand out immediately. While other candidates applying for fintech jobs are saying "I have 5 years of experience in payments," you're saying "I reduced payment processing failures by 40%, saving $1.2M annually."
  2. You speak the language of business. Fintech executives don't hire people for credentials, they hire solutions to their problems. When you demonstrate that you understand their challenges and have solved similar ones before, you're no longer competing on qualifications alone in the fintech job market.
  3. You build confidence. Searching for fintech jobs can be demoralising, especially when you're facing rejection after rejection. But when you take inventory of the real value you've created, you remember what you're capable of and that confidence shows up in every interview.

Real Examples of Career Balance Sheets for Fintech Roles

In the episode, we walk through four detailed examples across different fintech roles. These real-world scenarios show how professionals in various fintech jobs have documented their value:

The AI Implementation (Risk & Compliance)

The Regulatory Framework (Compliance Leadership)

The Strategic Sale (Business Development)

The Product Acceleration (Operations/Product)

Each example demonstrates a simple but powerful formula: Problem + Solution + Quantified Value = Your Competitive Advantage

Types of Fintech Jobs This Framework Works For

This Career Balance Sheet approach works across all fintech jobs, including:

No matter what type of fintech job you're pursuing, documenting your value creation is what sets you apart from other candidates.

Building Your Own Career Balance Sheet

Ready to document your value? We've created a free Career Balance Sheet worksheet to guide you through the process.

The worksheet helps you:

Download the Career Balance Sheet Worksheet (Free PDF)

Why This Matters for Fintech Jobs in 2025

In 2025, fintech jobs in Australia have become more competitive than ever. With sustained economic pressures and increased application volumes, standing out in the fintech job market requires more than just qualifications, it requires proof of how much value you create.

The candidates getting hired aren't necessarily the most experienced. They're the ones who can clearly articulate the problems they solve and the value they create. This approach gives you a competitive edge.

Understanding what fintech employers are really looking for (problem-solvers who can demonstrate measurable impact) is the key to landing your next fintech role.

Watch the Full Episode

This blog post only scratches the surface of what we cover in Episode 1. In the full video, we walk through:

About This Series

Finding Your Next Role in Fintech is a 5-part video series that applies business methodologies like first principles thinking, lean startup, design thinking, enterprise software sales frameworks and go-to-market strategies to your Fintech Job Search. Whether you're pursuing permanent roles or exploring fractional opportunities, this series will transform how you approach the fintech job market.

Coming Soon:

Looking for Fintech Jobs in Australia?

At Tier One People, we specialise in connecting exceptional fintech talent with financial technology companies across Australia and globally. Whether you're searching for fintech jobs in risk management, compliance, payments, lending, or business development, we understand what employers are looking for.

If you're ready to position yourself as a problem-solver rather than just another applicant in the fintech job market, we'd love to connect.

Explore Fintech Jobs | Subscribe to Our Newsletter

Dexter Cousins is Managing Director of Tier One People and host of the Fintech Chatter Podcast. With over 25 years in recruitment, he works at the intersection of AI and fintech, helping shape Australia's position in the global fintech ecosystem.

Frequently Asked Questions About Fintech Jobs

How hard is it to find a job in Fintech in Australia right now?
Fintech jobs in Australia are highly competitive in 2024-2025, with candidates needing an average of 37 applications to secure employment. The market has seen increased application volumes due to economic pressures, making it essential to differentiate yourself through proven value creation rather than just qualifications.

What skills do employers look for in fintech jobs?
Fintech employers prioritise problem-solving abilities and measurable business impact over credentials alone. They look for candidates who can demonstrate how they've created value through cost savings, revenue generation, risk mitigation, or process improvements in previous roles.

How can I stand out when applying for fintech jobs?
Use the Career Balance Sheet framework to document specific problems you've solved and quantify the value you've created. Instead of listing job duties, show concrete results like "reduced compliance processing time by 85%" or "generated $20M in new ARR."

Are there remote fintech jobs available in Australia?
Yes, many fintech companies across Australia now offer remote and hybrid fintech jobs, especially in technology, compliance, and business development roles. The Career Balance Sheet approach works equally well for remote fintech positions.

What types of fintech jobs are most in-demand?
Currently, high-demand fintech jobs in Australia include compliance and risk management specialists, AI/ML engineers, payments specialists, business development professionals, and product managers with fintech experience.

Sean O'Malley, AMP Bank - Evolving Small Business and Personal Banking

Sean O'Malley - AMP Bank

Dexter Cousins welcomes Sean O'Malley CEO of AMP Bank for his Fintech Chatter debut. 

It has been a BIG week for AMP Bank as they launched their new digital mobile-first bank aimed at helping small business owners manage their business and personal finances.

Dexter and Sean discuss the role of technology in modern banking and how an established financial institution tackles innovation.

Sean and Dexter uncover AMP’s extensive research on the needs of small businesses and the need for more human support in banking. Sean also shares the thesis on the problem they’re solving and the rapidly evolving nature of how, when and where people work.

And, Sean shares his secrets to successful partnerships showcasing their relationship with UK Fintech Starling Bank and their ‘Engine’ platform.

About Sean O’Malley 

Sean O’Malley was appointed the Group Executive of AMP Bank in September 2021, after 11 years at AMP. 

He is responsible for the management and growth of AMP Bank, delivering its future growth strategy, uplifting its digital capability and ensuring the ongoing delivery of high-quality products and services to customers.

He has over 25 years of experience in delivering enhanced business results, predominately in the financial services industries.

About AMP Bank

AMP Bank is aiming to disrupt the small business banking market in Australia. They have launched a fully digital, 24x7 human-supported, full-service Bank to help serve the needs of the Australian small business community.

They aim to help Small businesses get started, survive and thrive, embracing the challenge of bringing new thinking, new ways of working and new bold ideas to a 26 year old Bank, inside a 175 year old Super & Wealth business.

Key Takeaways 

Chapters

00:00   The Launch of AMP Bank's New Platform

03:39   Targeting Small Businesses & Personal Banking Customers

06:03   Insights on the Future of Work

11:13   Viewing Business Failures as Learning Opportunities

14:18   Embracing the Challenges of Modern Workforces

17:31   Lessons from Fintech Startups and Neobanks

23:00   Navigating Change and Innovation at AMP

27:28   The Importance of Strategic Business Relationships

31:53   Risk Management in Fintech Partnerships

35:58   Talent Acquisition and Staff Retention

38:59   Managing Stress and Building Resilience

43:50   Future Outlook for AMP Bank

Special Episode! Paul Roos, Building High-Performance Cultures in Fintech

In this special episode of Fintech Chatter, host Dexter Cousins speaks with Paul Roos, AFL legend and founder of Performance by Design. They explore the parallels between elite sports and startup culture, discussing how founders and leaders can build high-performance teams on a budget!

About Paul

Paul shares insights from his trophy-winning coaching career, steering the Sydney Swans to their first title in 72 years! The culture Roosy built at the club is still legendary 20 years later. He's spent the past decade advising startups and executives at some of Australia's largest companies on building high-performing cultures and unique challenges Fintech founders face.

In the interview Dexter and Paul discuss the importance of self-awareness, the role of leadership in shaping culture, and the challenges startups face as they grow. The conversation also touches on the significance of health and wellbeing in leadership, and how small companies can create a positive culture that drives success.

Key Takeaways

The culture built at the Sydney Swans is a model for startup success.
Leadership behaviours directly influence organisational culture.
Self-awareness is crucial for effective leadership.
Startups must define their culture early to avoid fragmentation.
Investing in culture can prevent costly turnover.
High-performance teams require clear role definitions.
Remote work challenges can be overcome with a team-first mindset.
Health and well-being are essential for leadership effectiveness.
Leaders should model the behaviours they want to see in their teams.
Incremental changes can lead to significant improvements in culture.

Chapters

00:00 Introduction and Guest Background
04:38 Transition from Sports to Corporate Culture
09:30 Building a High-Performance Culture
14:11 Leadership and Self-Awareness in Startups
18:44 The Importance of Foundational Culture
23:25 Role of Leaders in Shaping Culture
27:16 Navigating Growth and Leadership Challenges
30:13 The Shift to Remote Work and Team Dynamics
33:11 Hiring for Culture and Team Cohesion
36:32 The Importance of Defining Company Culture
39:07 Mental Health and Personal Wellbeing in Leadership
42:02 Looking Ahead: Commitment to Growth in 2025

Links

Visit Performance by Design website

Connect with Paul Roos

Connect with Dexter Cousins

Learn more about Tier One People


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Australia's Open Banking Revolution

When Will Australia's Open Banking Revolution Begin?

With Open Banking reforms set for July 2019 we have seen the launch two new Digital Banks in Australia, 86 400 and UP Bank. Cuscal backed 86 400   has serious funding and weight behind it with Anthony Thomson, founder of Atom Bank in the UK, as Chair for the bank.

86 400 is still to receive a full banking license and hopes to launch it's first products early next year. The executive team is in place, in execution mode and there is significant hiring behind the scenes.

UP, backed by Bendigo Bank has quietly entered the market place with  prepaid card offering. The UX is super slick with an account set up in minutes via the app. The card is beautifully designed and the app itself let's you track your spending on the card. It is an encouraging start.

Judo Capital announced the second-largest fundraising round in Australian start-up history and expects their full banking license by the end of 2018.

Xinja meanwhile recently held their first AGM and announced series C capital raise valuing the business at AUS $95m. With regulators yet to grant Xinja a restricted banking license the raise is conditional on securing a license.

We are hearing that Neo Banks are turning capital away, significant amounts. Australian consumers and investors are raring to go.

Volt Bank, the only licensed Neo Bank in Australia is quietly going about their business. There is significant hiring with the business now over 70 people strong. Most hiring is on the development side but as yet, the mobile app has not been released. Volt Bank Deputy CEO Luke Bunbury was speaking at Mumbrella recently talking about distrust of banks. And he is 100% on the money.

 

Everybody wants Neo Banks

Recruiters are having a hard time right now trying to convince top talent to join the big 4 banks. And top talent of the big 4 banks and financial institutions seem eager to move on.

The enquiries are so great in numbers that we are actually having to turn candidates away from large financial institutions. While we would love to help, the career transition from large corporate to startup is difficult with many people failing to make the leap.

And many people in banks offer a very narrow skill set. When you consider CBA has 40,000 staff a Neo Bank will only need 400 staff. So it doesn't look pretty for career bankers, especially the support staff in operations, finance etc.

Despite the high risk involved and the fact that even the licensed Neobanks in Australia are yet to offer a single product, top talent are showing a strong desire to switch.

Peers in the UK are witnessing a similar trend. Contacts at the Global Search firms in London tell me it is a real struggle to fill the top banking jobs. Executives would prefer to join a Fintech where the regulatory sandbox is making life easier, the rewards greater and the opportunity to build and drive change in the industry fulfilling.

 

What is holding Australia back?

Asian Investment in Fintech has increased significantly in the past 12 months and the UK is 5 years ahead of where Australia is now. Despite the efforts of UP, Judo, Xinja, Volt, 86400, Alex and Douugh, Australians have the choice of one product, a prepaid card. In contrast, ANT Financial in China has a 30 day Go To Market turnaround for new products. It raised US $14bn earlier this year.

Who is to blame for the lack of progress?

The Royal Commission appears to be making life for new entrants super tough and the stance of regulators is clearly stunting innovation and progress. While third world countries advance at a rapid rate, it appears the only ship not rising with the tide is Australia.

Australian Prime Minister Hon Scott Morrison MP gave an impressive and encouraging speech at the Annual Fintech Awards dinner in Sydney recently. He made it explicitly clear the Open Banking programme is a priority with the Government relying on the Fintech industry "not to stuff it up".

If successful, Open Banking will be used as the template for all future Australian innovation. Scott Morrison has put a flag in the sand with Australia's Open Banking initiative set to go live 1st July 2019. He seems personally and politically invested in Open Banking, he can't afford for it to be his NBN!

But July 2019 is only 11 months away!

How much time and energy are we seeing wasted at innovation hubs, conferences and meetups? Are we guilty of confusing motion with progress?

(Read this great opinion piece, "ecosystem is not a safe word" by one of my favourite commentators on Fintech, Leda Glyptis)

The regulatory sandbox seems to be filled with quicksand. How many Fintech startups are spending time, energy and precious resources pandering to regulators? Waiting months for a response, only to be asked to fill out more forms, answer more questions, when a 30 minute meeting could quickly resolve any minor queries halting progress.

Quietly, small businesses and start up founders are being driven to despair (and often out of business) while corporate, government and regulators appear more interested in perception than progress.

I am convinced Australia has the talent, ideas, capital and capability to be the leading Fintech innovation hub.

So what are the regulators waiting for? Would more progress be made if the spotlight was put on ASIC and APRA?

Sydney Fintech jobs update

Sydney Fintech Jobs

At Tier One People, we get to work with some amazing startups in Fintech. January has got off to a flier, so here is the first Tier One People Sydney FinTech jobs update of 2018.

There is an air of optimism that Fintechs will be a success. But the two challenges facing every FinTech and InsurTech? Funding and hiring great people.

The funding issue may no longer be an issue. Last week saw Australia's first ever crowdfunding equity raise. The raising for Xinja (Australia's first NeoBank) was carried out by Equitise. AUS$500,000 was raised in one day and everyday Australians (like me) have been given the opportunity to be an early stage investor in what promises to be a super exciting venture.

Congratulations to Eric Wilson and Van Le of Xinja and Chris Gilbert of Equitise.

Where are all the talented people?

Last month I had meetings with CEOs, CROs, CMOs, CTOs, CFOs and COOs. Each of them described similar people challenges - namely, hiring people who can get results in a VUCA environment with limited resources.

Interestingly only CTOs mentioned technical skills as their biggest problem (even then they can outsource). As one CEO put it, 'I need people who are prepared to work seven days and can get sh!t done.'

It is clear that the education system and corporate structures are failing to prepare people for the new demands of the startup/high growth business model.

If you are serious about a career in Fintech, then you need to master the art of 'getting sh!t done'. Despite what you read in the press, startups are not all about free yoga, beanbags and as much alcohol as you can drink.

Thinking about a move to Fintech? Tier One People are running a free event in February for those looking to make the switch. Contact dexter@tieronepeople.com for details.

In-demand talent of 2018

Finance

There has been a push recently to hire Financial Controllers and CFO's within the Fintech space. With companies growing to enterprise level in record time (Uber started in 2009 and is now valued at $70bn), startups are recognising the need to invest in enterprise-ready infrastructure and finance functions.

Several of the mandates I have received in the past few months have been with companies less than two years old.

Risk

A big year for risk in 2018. Valuations Actuaries, Cyber Security and Regulatory Compliance people in hot demand.

Tech

No change here.

Full stack developers - Yaaaawwn.

Machine learning, Data Science and Analytics still in huge demand.

Blockchain - Expect to see a raft of specialist recruiters in Blockchain.

C Suite

The interim C Suite market is going strong. Have you ever considered utilising CXO services on a 'pay as you go' plan for instance?

If you are looking to grow your Fintech and need specific expertise, for events such as an IPO, acquisition or rapid growth, hiring the person you need is cost prohibitive. Tier One People connect Gig Execs to our Fintech and Insurtech clients. A Gig Exec is a highly experienced executive with specialist experience for specific business events. Readily available for short-term assignments, this is a highly cost-effective solution for FinTech founders requiring executive level support.

Sales

It turns out that making revenue from SaaS and platform solutions is rather difficult, especially if you are relying solely on PR and a digital sales strategy. Tier One People are seeing an increase in demand for Sales Directors and Business Development Managers.

Interestingly the ideal candidate is someone with broad experience in product, distribution and sales. Relationship building and strategic selling are an absolute must. Certainly no used car salesman! It seems the mantra 'People buy people' is truer than ever.

Finding great FinTech people is hard

A great initiative by Cameron Dart and Australian FinTech Jobs, a specialist jobs board for Fintech positions.  We have used the platform for several positions and the quality and relevance of candidates gets high ratings from Tier One People.

We always say to our clients hire yourself if you can and when you can't come to us. 

Australian FinTech Jobs is generating better results for Tier One People than SEEK (and is a lot cheaper too.) If you are planning to hire direct, I recommend giving the platform a go.