Fintech recruitment · India

Fintech recruitment agency for India, built by people who have worked the sector

Engineering, product, data, risk and revenue hiring for fintechs, payment firms and lending platforms across Mumbai, Bengaluru, Delhi NCR, Hyderabad, Pune and Chennai. Calibrated shortlists in two to three weeks. Success-fee, paid only when someone joins.

Brief us on a fintech role

Why fintech hiring breaks, and where the time goes

Almost every stalled fintech search we are asked to rescue has the same shape. The role was briefed to a generalist technology desk. The desk matched on the stack, sent a stream of profiles, and the hiring manager rejected most of them inside a two-minute scan. Nobody could articulate why, because the reason was not on the CV. It was that the candidate had built systems where a failed transaction is a retry, not a regulatory event.

That gap is the whole job. A backend engineer who has worked at a consumer app and a backend engineer who has worked at a payments firm write the same language and hold the same title. Only one of them has designed for reconciliation, idempotency under settlement pressure, and an audit trail somebody will actually read. A product manager who has shipped features and a product manager who has shipped a lending product under RBI constraints are not interchangeable, and the difference shows up eight weeks into the role, not in the interview.

We only recruit in this sector. That means when your brief says "risk analytics for a collections product", we are not reading it for keywords. We already know which firms in India have built that function properly, roughly what those people are paid, and which of them are approachable right now.

Fintech roles we recruit for

The fintech disciplines we run mandates in, and where our published benchmarks sit
DisciplineTypical rolesPublished pay data
EngineeringBackend, platform, mobile, SRE, engineering managers, heads of engineeringBackend · Mobile
ProductPayments, lending, wealth and platform product managers, group PMs, heads of productFintech PM pay
DataData engineers, data scientists, analytics leads, risk modellersData science pay
RiskCredit risk, risk analytics, collections risk, fraud and technology riskCredit risk · Technology risk
ComplianceCompliance leads, financial crime, KYC and AML operations leadershipCompliance · KYC and AML
SecurityInformation security, application security, security engineering leadershipInformation security
RevenueEnterprise sales, partnerships, key accounts, revenue leadershipAll benchmarks
PlatformSalesforce Financial Services Cloud engineering and business analysisSalesforce in financial services

The full discipline map, with the seniority bands we cover in each, is on roles we hire.

How a fintech mandate runs

  1. Brief and reality check (days 1-3)

    We take the brief, then tell you what the market will do with it. If the compensation band will not clear the role at the seniority you have written, or the title is pitched a level away from the work, you hear that before sourcing starts rather than after six weeks of silence.

  2. Mapping and approach (weeks 1-2)

    We map the firms that build the thing you are hiring for, not the firms that list the keyword. Approaches are direct and specific. The best fintech candidates in India are not applying anywhere, so the search is won in how the role is framed to them.

  3. Assessed shortlist (weeks 2-3)

    Every profile that reaches you has had a conversation behind it and our Domain Screen, a written view on fit against your brief. If we cannot form that view, the profile does not go out. This is what keeps hiring-manager rejection rates down.

  4. Process and offer

    Interview coordination, feedback loops, and offer structuring with current market context so the number is right the first time. A lowball first offer in this market costs more than it saves.

  5. Notice period and joining

    Indian financial services notice periods run 60 to 90 days, and that is where offers die to counteroffers. We stay in contact with the candidate through the whole window, then follow up for 90 days after joining.

The same process, described in full with our operating commitments and the work we decline, is on how we work.

When we are the right agency, and when we are not

We are a good fit when the role is genuinely inside financial services or fintech, when domain judgement changes who succeeds, when a previous search has already failed, when the mandate is confidential, or when you need the market read as much as the hire.

We are the wrong choice for high-volume transactional hiring where the requirement is throughput rather than judgement, for roles outside financial services and fintech, and for buyers whose primary filter is the lowest fee. We take a small number of active mandates at a time, and that constraint is what makes the assessment real.

If you want the longer version of that argument, specialist versus generalist recruiter sets out where each model actually wins.

Fintech recruitment: common questions

What does a fintech recruitment agency do differently from a general IT staffing firm?

A general IT staffing firm matches on technology keywords. A fintech specialist matches on the intersection of technology and regulated financial context: whether an engineer has worked to reconciliation and audit standards, whether a product manager has shipped inside RBI constraints, whether a data scientist has built models a risk committee will accept. The keyword-matched candidate frequently fails the hiring manager's first screen, which is where most of the wasted time in fintech hiring sits.

How long does fintech hiring take in India?

A calibrated shortlist for most mid to senior fintech roles lands within two to three weeks of the brief. From offer to joining, notice periods in Indian financial services typically run 60 to 90 days, and that window is where offers are lost to counteroffers. We stay engaged with the candidate through the full notice period rather than closing the file at offer acceptance.

What roles do you recruit for in fintech?

Backend and platform engineering, mobile engineering, data engineering and data science, product management across payments, lending and wealth, credit risk and risk analytics, compliance and financial crime, information and technology security, and revenue leadership including enterprise sales and partnerships. We work from senior individual contributor through director level, and selectively at CXO level.

How much does fintech recruitment cost in India?

We work on a success fee, payable when the candidate joins. There is no retainer and no fee for shortlist or assessment work that does not result in a placement, so the sourcing cost and the risk sit with us. The fee is agreed before a mandate starts and is a function of role seniority and search difficulty.

Do you recruit for early-stage fintechs or only funded scale-ups?

Both, but the conversation differs. For an early-stage firm the constraint is usually that the compensation on offer cannot beat a bank or a GCC on cash, so the search has to be built around candidates for whom scope and equity are the deciding factors. We will say so before we take the mandate rather than after three months of failed offers.

Can you hire in Bengaluru, Mumbai and Delhi NCR at the same time?

Yes. Multi-city fintech mandates are common, particularly for engineering pods and regional sales layers. We work Mumbai, Bengaluru, Delhi NCR, Hyderabad, Pune and Chennai continuously, and we will tell you where the pool for a given role is genuinely deeper before you fix the location in the job description.

Send a brief

Have a fintech role that has been open too long?

Send us the brief and what has already been tried. We will tell you what the market will realistically do with it.

  • Read by a senior member of the team, not an intake queue
  • A reply within one working day: the realistic candidate pool, the pay band, the timeline, and whether we are the right partner
  • Success-fee: you pay only when the candidate joins

Prefer the full form? Brief us on /engage/. Want to write a proper brief first? Use the two-page template. Candidates: this form reaches business development, not the talent team; share your profile here.

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Brief us on a role