Career Advice Fintech

Fintech Community Talent Promotion
Fintech Community – Talent Promotion

Every week Tier One People will promote someone in our network.

For those who are part of our Fintech community we are launching an initiative to promote selected people to our network of Fintech decision makers.

We will be choosing a person we know, who we highly rate and respect.

Given our focus on reputation, each person we pick will be vouched for by at least two other people in our network

And every person selected must be out of work and actively on the job market.

We aren’t expecting any fees or favours.

We just want to see great people get hired.

If you wish to be featured here’s what you need to do.

  1. Fill out this form

2. Inform your referees we will be in touch asking them to vouch for you.

3. We will then let you know if you will be featured.

When Should A FinTech Hire A Banker
When Should A Fintech Hire A Banker?

“The Revolut Country CEO search took six months. The brief changed 4 times as the company grew from 700 to almost 2000 staff during this time. Customer numbers went from 4m to almost 10m. When a company is growing that fast in a highly regulated sector like Banking, it creates a lot of complexity, meaning hiring becomes complex.” 

dexter cousins – tier one people

Are You Startup Ready?

Often the “Fin” in Fintech would denote a heavy hitter from a bank being a winning hire, right?

In the fast paced environment of Fintech, we have noticed caution on the part of our clients in making such a decision.

The hesitation is bound in stereotypes. Banking is often viewed as a mired in red-tape, compliance (or lack of, in Australia), too many chiefs, too many meetings and nothing getting done. Huge amounts of resources and dollars are thrown at projects that never come to fruition. Whilst their Fintech competitors move with stealth and agility, innovating at much greater speed with minimal resources.

The role of an Executive Search Consultant is to challenge stereotypes and get clients to view each candidate on their merits. The view of not being a team player and rolling up your sleeves is often a misconception in banking, but there are plenty who refuse to conform to the stereotype of a banker. 

Tier One People is bolstering our position as the leading Australian Fintech Executive Search firm. Australia’s growing FinTech sector has seen a rise in the search for C-suite and leadership talent. Counting Revolut, TrueLayer, 10x, Klarna and Transferwise as some of the many companies seeking our assistance.

How bankers can take control of their job search.

A more proactive approach job seekers can take is to look at where your big banking skills can have an impact. Assessing whether a company is at start-up or scale up stage will also aid you in making a successful move to Fintech. Read this article on Fintech Career Advice to gain a better understanding at which stage of growth you are best suited to.

Before embarking on the search it is crucial to take a step back and ask yourself; 

“How would I cope moving from a structured and heavily supported environment to a one of a specialist generalist”

The best advice we can give candidates looking to join a Fintech. 

“Focus on impact. How many years you have worked somewhere doesn’t excite a founder, showing a founder how you can make/save the company millions of $$ does.”

Showcasing your skills in 2020 also requires more savvy than ever before. Looking good on paper doesn’t get cut through anymore. If you are in the market looking to join a Fintech you need to have a plan in place and a goal in sight. You need to utilise all of the tools available, LinkedIn, Facebook, Twitter, YouTube, Podcasts. These are all channels where you get direct access to decision makers, people who can hire you.

You can showcase your skills and achievements, bringing them to life and not being blocked by gatekeepers and recruiters.

Do FinTech Need Banking Experience?

Dexter Cousins, the CEO and Founder of Tier One People, has interviewed more than 300 FinTech leaders on the subject of hiring. He firmly believes hirers should consider the lifecycle of a Fintech to assess where the best candidate fit is. 

It’s very difficult for anyone to move from a corporate job to an early stage startup. But with the rapid growth of tech companies, a startup can become an enterprise in 5 years. Examples include Stripe, Revolut and Australia’s Afterpay.

It’s a difficult process identifying the right time for a banker to join a Fintech. The right person can definitely make a significant contribution as the company scales. Often times the right hire is made but at the wrong time, which ultimately means the hire is wrong.

Find out just what skills you need in this exclusive interview with Eric Wilson, CEO of neo Bank Xinja.

We get inundated with calls on a daily basis from candidates seeking a move to the shiny new world of ‘FinTech’. However, opening your pitch with “hey, I’ve got 20 years experience in banking, I want to work in FinTech” might not be the best way to impress people. 

It’s also important to make the distinction between a Finance business and a Software business. Are bankers better suited to a NeoBank or a platform provider. Fintech covers a wide range of businesses and making this distinction can really increase your chances of securing a move.

Judo Bank, Xinja, 86 400 and Revolut in Australia have all hired highly experienced bankers early in their growth. Judo and Xinja are both founded by highly experienced bankers who were driven to change the industry.

FinTech’s are at the cutting edge of innovation with far fewer resources than any bank. The reality is no founder or investor gets excited by somebody with twenty years experience in banking, unless they can demonstrate previous success in a startup and they have skills currently not in the business which are mission critical to success. 


Dexter Cousins features alongside Aussie Fintech legend Joseph Healy of Judo Bank in this months FinTech Finance Magazine.

When Founders need help with hiring.

The recruitment process to join a Fintech can be almost as intense as the job itself. If you can’t handle the intensity of the interview process, it’s highly unlikely you will succeed in the job.

The thing to remember is that FinTech founders themselves may not have the breadth of experience in HR or Talent to make critical hiring decisions. Hiring for a startup is often a make or break decision. We’ve watched some companies flourish and others flounder because of it. 

For a founder looking to hire, specialist FinTech recruiters are more easily able to identify those candidates who are the ”right cultural fit.” Assessing if someone will relish the challenge of working in a FinTech environment is very difficult using traditional interview techniques. And a specialist recruiter can provide far greater access to Talent than an ad campaign and direct networks, especially in talent short markets. 

But to achieve these results a client needs to invite us ‘into the tent’.

The key to success is communication

Being attuned to the changing demands of the business is vital to ensure success when hiring. 

“The Revolut Country CEO search took six months. The brief changed 4 times as the company grew from 700 staff to almost 2000 during this time. Customer numbers went from 4m to almost 10m. When a company is growing that fast in a highly regulated sector like Fintech, it creates a lot of complexity. Hiring becomes even more complex.” commented Dexter Cousins.

There is a need for the modern executive search consultant to set realistic expectations with their clients. Being transparent and honest (even though clients may not want to hear what you have to say) is the only way to achieve lasting success. This approach is core to the values at Tier One People. The search for the “blue eyed unicorn” is never a realistic one and usually wastes significant time and business opportunities. 

FinTech Australia Talent Market Place
FinTech Australia Talent Market

In response to the rapid escalation of job losses across the Aussie Fintech community Tier One People and FinTech Australia have joined forces to build a Talent Market Place, connecting Fintechers directly to opportunities.

The Market Place is a Private LinkedIn Group where founders and hiring managers can advertise jobs, put out requests for skills and engage talent for contracting.

It is totally free to join for talent and hirers. The only stipulations are you’re FinTech Australia member or you’ve recently been made redundant from a Fintech firm (Australian residents only.)

Who is the group for?

Those who have recently lost their job and are in the Fintech industry.

What’s the purpose?

To keep talent in the industry and connect immediately available talent with Fintech leaders who can utilise their skills.

Who should join?

People from the Australian Fintech industry and out of work.
We will post daily content, videos and Live chat sessions sharing tips and advice on how to maximise your job hunting efforts. You can connect with hirers direct, no recruitment agencies involved. It’s also a great platform to showcase your skills!

FinTech Australia members looking to hire people.

You can post active roles, project work, consulting gigs and engage with talent direct in the group.

David M Brear 11FS
11:FS And Tier One People

Our friends at 11:FS invited us onto their Breakfast Show LIVE to talk about the impacts of Corona Virus on the Fintech community.

Tier One People’s Dexter Cousins and 11:FS CEO David M. Brear talk about which companies will hire and fire.

Watch the video to find out our views on who will survive, who will thrive and how the current situation could actually be a golden opportunity for Fintech.

Networking Advice

How To Pick a Founders Brains!


Networking Advice From The Nicest Guy In Fintech – Ben Webster of Insured By Us.

Our good friend Ben Webster went on a bit of a twitter rant recently. It turns out his thread struck a chord, went viral and contains a step by step guide on how to connect with and get advice from a busy founder (or Headhunter), without p!ssing them off!

While the advice is geared towards asking founders for advice, we think this formula works especially well for anyone seeking career advice. We receive 25 requests per day from people wanting to pick our brains and have coffee! If you really want to stand out from the crowd for the right reasons, here’s how to do it.



How To Approach People, This Is Gold!
Fintech Career Advice


Setting The Agenda.
Fintech Career Advice


Managing Your Expectations.
Fintech career advice
Fintech Career Advice Ben Webster


And The Cherry On The Top!
FIntech Career Advice

Join The Fastest Growing Community In Fintech

Exclusive access to events, content and opportunities.

Fintech Career Tips
Fintech Career Advice

Fintech is soooooo hot right now and judging by the amount of enquiries we get at Tier One People, it feels like everyone wants to work in Fintech.

Fintech isn’t for everyone. Here are five questions we recommend asking yourself to find out if Fintech is for you.

1. Are you ready to join a Fintech Startup?

What is a startup? Everyone has their own definition. At Tier One People we have identified distinct phases of growth in a Fintech startup. It is important to make the distinctions as each phase is in effect a completely different business.

We have created some typical profiles to give context.

Startup Fintech.

Usually 1 – 50 people with minimal funding or bootstrapped (self-funded). Generating some revenue but not much. Likely to still be working out of a coworking space or innovation hub. The business is still at a volatile stage and uncertainty remains around long-term success.

Scaleup Fintech.

Typically 50 – 300 people big. Likely to be well funded or listed and generating significant revenue. Moving out of startup and starting to become an enterprise. A mix of the founding team and new hires coming from more corporate backgrounds. Potential to hit Unicorn status.

Blitz Scale Fintech.

300 people plus, going global and hiring at a huge rate. Now way past unicorn status. HUGE investors onboard. Examples Revolut, N26, Klarna, Afterpay.

The secret to success when joining a Fintech is to get on board when your skills and experience can make the most impact. When we do see hiring fail it’s usually not because the wrong person was hired. But the right person is hired at the wrong time.

Fintech Startup Hiring Tips

2. What is your risk profile?

Have a mortgage or family commitments? You may want to think about joining a business in blitz scale mode. There is likely a lot more security and a higher base salary can be offered with some ESOP. But you have probably missed out on the opportunity to become a millionaire!

Can you take one or two risks financially if the role doesn’t work out? Maybe you are not quite sure if you can adapt to the demands of a startup. Try a scale up.

If you are slightly bonkers, can handle flexible working ie working 24:7 thrive on uncertainty, fear, challenge and building a legacy while not getting paid much then a startup might be right for you.

3. What do you offer?

Most people think that Fintechs are one huge innovation lab where people ride round on skateboards dreaming up how to use blockchain to solve world hunger. 

In reality most Fintech are struggling just to stay alive. If you are dreaming of bringing killer ideas and strategising all day long, forget it.  Having ideas and making ideas happen are very different. In a Fintech you need to bring relevant skills to the table and demonstrate where you can execute on the vision with minimal resources.

4. Who do you know?

Most Fintechs started out by hiring mates or mates of mates. It stands to reason that when it is your business you want to hire people you can trust to deliver.

75% of the Tier One People network will find their next role through a direct contact. If you don’t have any friends in Fintech then you need to make some.

5. How much do you love Fintech?

I am constantly amazed by people who tell me they are passionate about Fintech, yet know nothing about the sector. At Tier One People we live and breath Fintech. But we have to work hard to keep building our profile and build our knowledge base. Meetups and industry events are a great way to get started if you need to gain knowledge and meet people.

Fintech is a tight knit community and you will find many members are quite accessible when you contribute to the community in a positive way. 

What Next?

Join the Tier One People Talent Community. It’s free to join and you’ll get access to exclusive content, videos, opportunities, events, interviews.

Anthony Millet – Antler
At the end of the 6-month program each team will get to present their business to over 500 investors from around the globe.

Have you ever dreamed of launching your own Tech Startup? Antler is a global Startup generator and Venture Capital firm. They have a game changing approach to nurturing and supporting the next generation of entrepreneurs.

Dexter Cousins of Tier One People interviews Anthony Millet, Partner at Antler to discuss the launch of their first Australian program.

Can You Tell Us More About Antler?

Antler is a start-up generator and early stage VC. Over the next four years we plan to invest in over 200 technology businesses as the first investor. Our strategy is to recruit the top talent in Australia to build businesses with our support and back them from day one. The barriers to entry to build a tech business are lower than they have ever been. Yet the barriers to entrepreneurship are still there. Finding the right co-founder, raising capital, giving up a comfortable job. All of these fears prevent talented people from making the leap and fulfilling their potential.

The Antler program removes these barriers and enables the top talent in Australia to become entrepreneurs. We are de-risking the path to entrepreneurship. Approximately 90% of startups fail and it’s really down to one of three things.

  1. The founding team is not complimentary or strong enough.
  2. The product or service being created is not needed in the first place.
  3. Or the business idea was not commercial enough to generate the required capital.

Quite frankly, we think these are bullshit reasons for a startup business to fail and in the most part avoidable. Unfortunately, the startup investment community have got into a state of funding too many businesses that are set up for failure from day one. The six-month Antler program identifies and addresses these issues, providing founders with an unprecedented platform designed to heavily mitigate against these unnecessary reasons for failure.

Antler is truly democratising entrepreneurship and we are focused on diversity. There is no set profile for an entrepreneur. The reason we form teams is because we want complementary skill sets, but also complementary personalities.

The first program started June 3 with 70-plus founders in the Sydney Startup Hub. We received more than 1,000 applications. Joining the program are product managers, rocket scientists, and even those who have helped to build international businesses which have reached unicorn status.

With 71 founders officially signed, this first program has also positioned Antler as an industry leader for gender equality with 25% female founders. In 2018, only 2.2% of all VC investment in the US went to female founders. Our first cohort has 25 nationalities represented with an average work experience of 13.5 years. 57% of participants have a commercial background vs. 34% technical background vs. 8% industry experts.

How did you get started as an Entrepreneur?

As a young boy I started working in my father’s sports retail store in North West London. I became fascinated by business at a young age. My parents never went to university and worked incredibly hard to give me a very privileged upbringing where I could focus on my education. So, my parents were delighted when I came out of the university and joined an investment bank.

I covered the technology sector and was hugely inspired by my clients, who were building tech businesses and taking them through IPO. I was bitten by the bug and decided to quit investment banking and study an MBA. Sat with my parents one day, running a high street retail store, they told me their business wasn’t performing well. But they had just entered the online space and had launched a new website which was generating ten orders per day.

It was such a small component of the business, but I felt there was something there. And having seen the rise of offline to online sales in the technology sector I decided to have a crack and see if I could grow the business.

I postponed my MBA for a year, but one year became five years, in which we grew annual revenue to 35 million pounds and ultimately ended up selling that business to JD sports a FTSE listed sports retailer in the UK.


How did you become involved in the Australian Fintech startup scene?

I am married to an Australian, so we decided to move to Sydney. As I began thinking about my next project, I looked at the local landscape and infrastructure and realised setting up an eRetail business was not feasible. It was cheaper to send a a pair of sneakers from London to Sydney than Melbourne to Sydney!

Having recently grown a business across nine countries I knew the challenges of global growth. So, I decided to focus on a business model with significant domestic potential but have the option for international expansion. I spent a few months researching, met lots of people and recognised the Finance and Property industries were ripe for disruption in Australia.

At that time, I was having a conversation with Markus Kahlbetzer who had this great idea for a property share market. I partnered with Markus and became CEO of BrickX a fractional property investment business. Within 6 months we had launched. Within the first 12 months I had raised over $9m from Reinventure and NAB Ventures. In two and a half years we grew the team and were solving a big problem, helping Australians locked out of the property market invest in property.

The business grew to the point where I felt my skills were not best suited to take the business on the next phase of the journey. My expertise lies in startups and BrickX was now well established. It was the right time to step aside.



What attracted you to Antler?

I’d recently become a Dad and planned to take time out. Two weeks into my sabbatical, a friend tapped me on the shoulder and asked me to look at Antler. It was an opportunity too unique to ignore and the most impactful VC project that I have seen in Australia in the last four years.

Antler is an opportunity to help make Australia a global leader in startup ecosystems. As a country we are doing okay but I feel we can do so much better. Australia ranks no11 in the world for research & innovation. Ideas and talent are not the problem. But commercialising ideas is a major problem for Australia and we rank much lower on a global scale.

Clearly, the ecosystem has to work together to help great ideas become great businesses. The bar needs to be raised when it comes to entrepreneurship in Australia. It is a simple equation. Quality in = Quality out.

I’m excited about the impact Antler will have on the entire country. We believe our approach will raise the standards of startups in Australia and create a lot of new jobs.  Most importantly, over the next four years we are dislodging 800 high impact people from low-impact roles to build a large number of phenomenal companies.

How does the Program work?

The first program begins in June 2019 in Sydney and we will run the program every six months for four years. Come June, up to one hundred talented people across multiple industries and sectors will start the flagship program. The first two months of the program is based around matching cofounders. Finding the right one or two people with complementary skills who get on and share an interest or passion to build a really awesome business.

One hundred people could come up with 500 ideas. That’s great, but we encourage everyone in the program to be open minded and drop their idea if something better comes along. Through a process of daily hackathons, forming teams, breaking up teams, consistently testing ideas we believe after two months we can form the optimal founder teams with strong idea validation.

At the end of the two-month co-founding period, teams present their business idea and business model to our investment committee. If we believe in a founder team and their idea then we invest $100,000 to start the business for a 10 per cent stake. Out of 45 teams we intend to invest in 20 or 30 of them. Every program participant is paid $4000 per month in the initial two-month period. We are truly de-risking the path to entrepreneurship

When you consider that many of the ideas we invest in will only be a few weeks old, we are investing in the people first. Then providing the resources and support to turn an idea into a successful, scalable technology business.

During the four-month building process, teams are provided with the support to build an MVP and get as much validation as possible. No one’s wasting any time fundraising at any point through the program. At the end of the 6-month program each team will get to present their business to over 500 investors from around the globe.

We are taking a global view from day one. The ideas we invest in will have the potential to scale globally. Antler is live in Stockholm and Singapore. London and Amsterdam go live in May, Sydney goes live in June. September, the program launches in New York and Nairobi.  

With the Antler programs in 7 countries and plans for up to 20 cities live within 18 months, we see a huge opportunity to collaborate on a global scale.

Which type of person to you think is best suited to the program?

Antler is truly democratising entrepreneurship and we are focused on diversity. There is no set profile for an entrepreneur. The reason we form teams is because we want complementary skill sets, but also complementary personalities.

If we look at the first intake the average number of years work experience for people coming into a program is fourteen. Typically, cohort members have operated just below C-Level, where they have seen all the action but not always been recognised and rewarded for their efforts. The people we have chosen are highly talented, experienced and motivated people who have a strong desire to come together and build next generation Tech businesses. Although we are tech agnostic Proptech, Fintech, Regtech, Agritech, Cyber Security, Martech and Edtech are the areas we expect will produce the most business ideas.

When we’re interviewing people coming into the program, we are mostly interested in the people not the idea. What we’re really assessing is the impact they’ve had at work, what they’ve personally accomplished and some of the challenges they’ve faced in their life. We are looking for significant examples of drive, resilience, grit, tenacity and entrepreneurship.

I’m very careful to not try and sell the program. This is about us creating a clear path to entrepreneurship, but individuals need to self select themselves to take the step in to such a program. If you are someone who is a high achiever, with entrepreneurial flair, but you’ve been held back because you haven’t found that right person, or financial circumstances. Then, Antler could be the opportunity for you to finally test your own personal limits and co-found a business.

How do people get involved?

Applications for the June cohort have now closed, but we are now recruiting for the January 2020 cohort – you can apply at You can also find out more information about founder events and learn more on the website. To see our current cohort for June 2019 visits


Tier One People delivers the very best talent in Fintech.

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Fintech Hiring Market Update
Fintech Hiring Market Update

There is a lot of uncertainty in the market which is concerning for business leaders. A Royal Commission, open banking, a looming Brexit, a general election, Apple moving into financial services, Libra. All of these things are weighing on executives minds.

Of all the discussions we have at C-Suite level, there is a common fear shared by all, from the CEO of a 10 person Fintech disrupting the market, to the CEO of a major bank.

Will the platform we are building today be relevant 12 months from now?

Technology and global markets seem to be moving so fast, most executives are struggling to keep pace. Couple that with the changing regulatory landscape and looking further than 12 months into the future is creating indecision. When decisions are finally made, the market has moved on, the goal posts have changed and so the process starts all over again!

Is The Fintech Hiring Market Stalling?

The answer is no if we look at investment numbers. But we are entering a new evolution, Fintech 2.0 and the platform play. The pressure is on for founders and executives to deliver to investors and shareholders. The challenge for scaling Fintechs appears to be plateauing top line growth or even an obsolete product/business model.

Most Fintech to date are apps/features or middle layer software solutions. But with the emergence of ‘Super Apps’ like Revolut the competition is becoming much tougher. And customers expectations are rising.

When it comes to scaling the business two options are most often considered. Grow geographically (Cover Genius and AfterPay have taken this approach) or pivot domestically. To pivot successfully requires two things; new products and people to drive the sales of new products.

Pivots are not exclusive to scaling startups. We see an increasing demand for Fintech talent from corporations pivoting their own product lines. Some are even reinventing their business models. Some examples include FSI’s, Insurers and Software companies.

Based on our assessment of the market there is significant demand for two profiles from Fintech.

Chief Product Officer/Head of Product.

Founders and business leaders seem to be crying out for commercial product managers with the ability to deliver the killer product. Indeed, the EY/Fintech Australia Census 2019 highights Product/Market Fit as the number one challenge for Fintech.

Product areas appear well stocked with those who can project manage. Strategic and commercial acumen seems to be in short supply, leading to months wasted on product development before a market fit has been established. Business leaders dream of applying Lean Startup Principles. While Product teams seem obsessed with following Agile rather than being Agile.

What is the answer?

2019 has seen an increase in Head of Product and a Chief Product Officer searches at Tier One People. We sourced 75% of shortlisted candidates domestically. 25% were international candidates. However, it is a 50/50 split on domestic and international hires made.

Based on the client feedback, it was felt international candidates demonstrated clearer commercial thinking. Most importantly, talent could point to several examples in which they had taken a product from idea to revenue generation, at scale.

It seems the product management community is acutely aware of the problem. Read this excellent blog post by Adrienne Tan

Sales Director/Head of Partnerships.

Revenue growth is hard to come by and the pressure is beginning to show signs. The sizzle of Fintech has attracted a lot of investment. Indeed 2018 saw an all time record for Fintech investment in Australia. And with the additional investment come higher expectations.

I wrote of this phenomenon three years ago, when SaaS businesses went on huge hiring sprees for business development managers.

We are seeing increased demand for people who can bring in new business. Especially significant corporate partnerships that will make an immediate and long term impact on revenue growth.

B2B sales is complex. Deals can take anywhere from 6 – 18 months. B2B2C deals may not take as long, but with API integration to be factored in, there is a heavy dose of project management required to onboard any new client. Deals are fragile and complex with technology and regulatory roadblocks often leading to months of work being wasted.

The market is reacting with an increasing demand for Partnerships Directors. These are rare people indeed. A Partnerships Director must possess the hustle and entrepreneurial drive of a sales person. But with empathy/relationship building and well developed project management skills. If that wasn’t difficult enough to find, strong product knowledge and hands on operational experience is considered essential to the role.

Tier One People have had success sourcing talent from the UK and US markets which are more accustomed to this model.

Design Thinking For Hiring.

Our clients seem to be experiencing better outcomes by adopting a design thinking approach to hiring. Over the last year we have been working with a small group of trusted clients on a new approach to recruitment. It has been so successful that two clients saved close to $500,000 when after our consultation, they realised they didn’t need to hire!

If you would like to find out more on Design Hiring listen to this Interview with Tier One People founder, Dexter Cousins.

FinTech Talent Hot Spots in 2019


2019 is shaping up to be a HUGE year for FinTech in Australia. But where is all the FinTech Talent to help you grow your business?

Together with our partners, clients and good old market research we have compiled a list of the most in demand skills. FinTech startups can’t match the salaries of well capitalised businesses and often struggle to hire the talent they need. We have excluded startup data from our research and have focussed on companies with 50 plus people and capital in excess of $10m.

Sales Directors.

Banking and Financial Services Software companies have big plans in 2019. Established banks will look to defend their position as Australia goes Neo Bank crazy. Large international players now see Australia as a major strategic play as open banking puts Australia on the map for innovation.

New banks means new clients requiring core banking systems, lending platforms, security, CRM, Analytics. An endless list!

Sadly, there is a serious lack of sales talent out there. Expect to pay $180,000 as a base salary for anyone with 5 years-experience enterprise software/SaaS sales. But don’t expect too much in return for your money. Most sales people change companies every 12 – 18 months. In an environment where deals can take anywhere from 6 -18 months to complete, even at $180,000 you won’t get a deal closer.

If you are looking to grow your FinTech business by hiring someone who can close deals with Banks and Financial Institutions, expect to fork out $220,000 plus bonus, benefits and LTI, if you want to see results. Take a look at this advert as an example.

Head of Partnerships.

FinTech’s with a B2B or B2B2C model require Account Directors who can win new business and act as the link between the tech team and client. So, they created the Head of Partnerships role.

Part Business Development, part Account Management, to secure the best people for this type of role you are looking $180,000 – $200,000 plus bonuses/benefits.

As this is a fairly new role to the Australian market, talent from advertising and media agencies can often present the best skills match. Alternatively we find talent from the US and UK are accustomed to this model and will often make the best hires.

Chief Growth Officer.

Are the days of the CMO numbered, a slow death by 1000 (job) cuts? Marketing today is all about growth – ROI and the numbers don’t lie!

Sales and Marketing, especially in B2B models is returning back to its origins, one integrated and seamless function. The revenue generating engine room of the business. The challenge lies in finding people with a broad base of experience, that encompasses Product, Sales Pipeline, Digital Marketing, PR and Brand.

$225,000 plus super and bonuses is the starting point for a capable CGO who will deliver results. Expect to pay more depending on the size and scale of the role.

Senior Product Managers.

Judging by the feedback from clients and the market, it seems many FinTech’s are considering a pivot or growth into new markets. We have held a number of discussions over the last 90 days with clients looking for a similar profile. A Head of Product Development who can change Product teams focused on process ( and who seem convinced that applying Agile methodology solves everything) into product development teams shipping product that sells.

The right person typically comes from an engineering background. They break the mould by demonstrating commercial acumen/results and an ability to change the behaviours and beliefs of product teams.

Expect to pay anywhere from $180,000 plus benefits and bonus for this type of person. Our research suggests they will be in big demand 2019, no doubt the figure will rise.

Cyber Security.

As the challenger banks officially launch in 2019, the thing that keeps CEO’s awake at night (apart from trying to get a license) is security. Ironically, the best Cyber Security people I know don’t class themselves as Cyber Security specialists. They are risk experts.

If you are on the hunt for a Cyber Security specialist expect to pay big dollars. Or go to the source, Eastern Europe and hire the people who are your potential threat!

Developers and Engineers.

No change there, each year it gets harder. I heard Google recently paid an engineer in London a $3m salary. Expect to pay what you have to pay to get the right person. It is extreme, but we have plans underway to help the FinTech community access top development talent on reasonable salaries!

Data Science.

AI continues to be the buzzword of 2019. Will it follow the same path as Blockchain? Business leaders are beginning to recognise the limitations of Ai and the potential business issues it can cause.

Instead of replacing humans, the buzzword of 2019 will be ‘augmentation’ as we seek to automate mundane tasks. The emphasis will be on machine learning. Hardly ground breaking, we have been doing that in the workplace since the industrial revolution!

Still, a great data scientist will cost around $150,000 in 2019. And if you want a genuine AI/ML specialist, our research team is scouring the universities and colleges around the world.

Finally ….

If you want to change the game in 2019, you need to hire game changers. There is no work around! For practical advice on attracting and hiring the very best FinTech Talent contact Dexter Cousins


Fintech Talent Market Tier One People
Making a Career Move to FinTech

FinTech is one of the hottest employment sectors. With banking and financial services facing HUGE disruption and so many people on the job market, naturally there is increased competition any FinTech opportunities out there.

Lean Startup Approach To Job Hunting.

Current opportunities advertised with Tier One People receive 150 – 200 applications on average. How can you give yourself a competitive edge and ensure you are the one securing the dream move to FinTech?

2020 marks 21 years in the recruitment game for me. Over that period, I have given career advice to 25,000 plus people and helped thousands of people find a job. And I have developed a simple system that helps people accelerate the job search and maximise their career options.

The system in many ways follows the principles of Product/Market fit applied in Lean Startup methodology developed by Eric Ries. The distinction here is YOU are the PRODUCT/Service and a potential employer is the CUSTOMER.


Step 1. Start with ‘SO what and why should anyone care’

The most common mistake people make when thinking about any career move is who they FOCUS on. When contemplating the next step, we have been conditioned to ask questions such as

‘What am I looking for?’, ‘What will make me happy?’ ‘Where do I want to be in 5 years-time?’

A recent phenomenon, made popular by Simon Sinek is to ‘Start with Why’

I see a big issue with this line of questioning. NOBODY CARES about your why or what you want. Certainly not a FinTech founder putting everything on the line to make a business work. What they really care about is if you can solve their problems.

The first step, especially if you want to break into the FinTech sector is to ask yourself one simple question.

“What is the BIG problem I solve”


Step 2. Are You Solving A Real Problem?

This is a critical step. Because if you are solving problems FinTech’s don’t have or don’t care about you are in trouble.

Typically, people moving out of a large corporate will promote their expertise in Innovation or Transformation. These problems are prevalent in big banks, but not an issue in a FinTech startup.

The growing adoption of AI and rapid advancements in technology mean it’s very easy for our skills and expertise to become irrelevant. Especially to a FinTech at the leading edge of innovation.

Even if a FinTech needs your solution, will they use your service, or will they use someone else? There is a lot of competition out there. Are you as good as, if not better than your competitors?

If not, what areas need improvement to make your product the market leader?


Step 3. Define the benefits YOU bring.

In most instances’ businesses are experiencing one of three problems. Over the years we have come up with different terms, change, transformation, strategy, sales, product fit, disruption. But ultimately, most problems facing a FinTech founder can be distilled to the following:

REVENUE – Sales and Growth

SCALE – Problem Fixers

REVENUE and SCALE – Blue Eyed Unicorns

Ultimately your product (YOU) may have one or two benefits to a FinTech. You can demonstrate where you can GROW revenue and/or SCALE a business. Those who can demonstrate both are naturally in the greatest demand because they will have the most IMPACT on a business. A FinTech startup will ALWAYS hire the person they feel will make the greatest impact.

Watch This Video Presentation Where I Run Through The Principles Of Product Market Fit For Job Hunting.

Step 4. The VALUE CREATION exercise.

It surprises me how few people know or can estimate their value to a business. I often hear the term “Value Add” dropped in resumes and interviews. Yet when I ask how? I am met with a blank stare.

The Lean Startup talks about the Value Hypothesis Test which determines whether a product or service truly delivers value to customers. As you are the PRODUCT, I recommend a simple value creation exercise to determine the value you bring to a potential employer.

List your career achievements and attach a dollar value.

As an example, you may have automated a process, which resulted in a reduction of head count, saving costs. If you managed to reduce headcount by one and that person was on a salary of $100,000, over a five-year period, you have saved the business $500,000. In other words, you have created $500,000 worth of value.

Repeat this exercise for every notable contribution you have made to a business and total the amount.

You might be surprised how much value you can bring to a FinTech startup.

Discover your next challenge – Visit

Step 5. Market Fit and Your Go to Market Strategy.

Most job seekers spend 100% of their time and energy with a go to market strategy that doesn’t fit the customer.

The typical job search mirrors a B2C marketing campaign. High volume, low touch.

You’ve applied to hundreds of jobs on line, you tick all the boxes, yet don’t even get a response. You meet multiple recruiters who said you were perfect for the job and you never hear back.

This high volume approach rarely works, especially when your are targeting the wrong person.

A job search should mirror a B2B marketing campaign, low volume, highly targeted with multiple touch points. You need to find a way to get in front of your customers and pitch your solution.

Evan Wong, CEO of (RegTech of the Year 2017 and 2018) has this advice:

I had to grow our network of Tier One clients from nothing. Coming straight out of University, I had no existing contacts or network in Corporate land.  So, I started out by creating a general profile of people I thought that would be interested in the product. Through a combination of research, Google searches, reading articles, blog posts and LinkedIn profiles I built a target list of ideal customers.

Next, I’d reach out by email asking to set up a short call for feedback, not to sell anything! Just feedback on the Checkbox value proposition. The discussion would usually be followed up a few months later with an in-person demonstration of the product. At the end asking for recommendations or referrals to other contacts in their network.

Today most of our business comes from word of mouth and thought leadership marketing. Being active at industry events and conferences helps our profile a lot.

Step 6. Pivot or Persevere.

Moving straight out of corporate and into a FinTech startup is tough. Especially in this market. You are likely to face lots of rejection. Does this mean you should give up on a move into FinTech?

Don’t despair, this is where you might want to PIVOT or change your strategy. Feedback from interviews and meetings with potential employers can help form the basis of your Pivot.

It may be you need experience in a smaller business before a FinTech startup is comfortable hiring you. A credit union, mutual, or smaller bank undergoing digital transformation can be a great stepping stone to a FinTech.

Could there be opportunities in your current employer that will help you build your skills and experience?

A corporate venture fund?

An acquisition of a fintech startup?

Maybe you just need to PERSEVERE. The key here is to immerse yourself in the FinTech ecosystem. It is what I call Proximity. The more people see you around the FinTech scene the more likely they are to offer you a job.

Go to FinTech meetups, attend events, keep in contact with Founders, post relevant content on Linkedin and Twitter, start following the people who have a profile, look for opportunities to help and connect people.

Follow these steps and before long you will find your Tribe, doing game changing work with amazing people.

Are you looking to move into FinTech? Our Bi-Weekly roundup brings the latest opportunities and market insights.

Matt Baxby Revolut CEO

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