The leaders who take payments infrastructure to scale.
Commercial, product, engineering and C-suite hires for payments, stablecoin and fintech infrastructure firms.
Stablecoins are becoming payment rails. The leaders who can sell them are scarce.
Card, FX and settlement businesses are rebuilding on new infrastructure. The people who can sell, build and license it sit in a narrow overlap between payments veterans and digital-native operators.
We know where that overlap is. Our searches pair commercial proof with a clear read on whether a leader has scaled a business at your stage.
Senior mandates across Fintech & Payments.
Commercial
Product & Engineering
Leadership
Three things decide whether a hire here works.
Revenue with proof
Commercial leaders whose numbers survive referencing, with enterprise and institutional wins to show.
Regulatory and scheme fluency
Experience with licensing, safeguarding and scheme rules that shortens your path to market.
Scale experience
People who have taken a payments business through the stage you are about to enter.
We are not incentivised to place. We are incentivised to be right.
Relationship depth. No noise.
We work from relationships built over years in these markets. Our shortlists come from people we know personally.
Private signal. No public data.
Market intelligence drawn from confidential conversations with the people doing the work.
Senior-led. No delegation.
The person who takes your brief runs your search, makes every approach and sits in every key conversation.
The search firm that says no.
If the role is mis-scoped, the compensation is off or the candidate is wrong for you, we say so. This costs us fees. It is also why people call us back.
What clients and candidates say about working with us.
“Spearpoint has been a trusted partner on some of our most critical leadership searches. Their market knowledge, professionalism and access to hard-to-reach talent have consistently delivered exceptional results.”
“Without a shadow of a doubt, Sam is one of the most connected people in the market. Every candidate he brought us was exactly who he said they would be.”
“Sam and the team were instrumental in facilitating a board appointment I was a part of. Throughout the process they demonstrated professionalism, discretion, and a strong network across both the public and private sectors.”
Three ways we work with Fintech & Payments firms.
Leadership Search
Retained search for the hires that set direction. Board, C-suite and senior leadership.
Specialist Search
Staff and principal engineers, senior researchers and principal product leaders.
Market Intelligence
Compensation benchmarks, talent maps and competitor insight from confidential conversations.
Questions clients ask about fintech and payments hiring.
What roles do you hire for in fintech and payments?
Chief Revenue Officers, VPs Commercial, GTM and partnerships leaders, Heads of Product, VPs Engineering, payments infrastructure leads, Heads of Treasury, CEOs, COOs and country and regional leads.
Do you hire for stablecoin and payments infrastructure firms?
Yes. We hire commercial, product, engineering and C-suite leaders for payments, stablecoin and fintech infrastructure firms.
How do you verify a commercial leader's numbers?
We verify quota, pipeline and retention numbers with references, and look for enterprise and institutional wins.
Do candidates need licensing or scheme experience?
Where it matters, yes. We assess experience with EMI and MSI licensing, safeguarding and scheme membership, which can shorten your path to market.
Can you benchmark fintech and payments compensation?
Yes. Fintech and payments are covered in our compensation guide at spearpointsearch.com/resources/salary-guide.
What is retained executive search?
A retained search is an exclusive mandate. We work only on your role, map the whole market, approach candidates directly and stay on the search until the hire starts. A contingent recruiter is paid only on placement, which rewards speed over fit.
How long does a search take?
Our standard timeline is 8 working weeks from signature to offer. Approaches go live in week 1, you receive a written shortlist in week 4, and your interviews run in weeks 5 to 7. Notice periods then set the start date.
How are your fees structured?
The fee is a percentage of first-year total compensation, paid in two parts. A retainer is due on signature and covers the market map and shortlist. The balance is due when the candidate starts. If we miss the agreed shortlist date, the retainer is refunded in full.
What happens if a hire does not work out?
If no shortlisted candidate reaches second interview, we restart the search once at no further fee. If the hire leaves within the guarantee period agreed in the mandate, we replace them at no fee.
Where do you run searches?
We work from offices in London and Dubai and run searches globally. Every approach is made in confidence, by the person running your search.
The most important hires in payments happen in private. We handle those.
Or call +44 (0)20 3873 9433
London · Dubai