Intro: The Problem No One Talks About

In the rapidly evolving world of payments and fintech, competition for talent is fierce. Yet many companies are still scratching their heads wondering why roles stay open for months — or why the wrong candidates keep slipping through. If your company is struggling to hire, you’re not alone. But the reasons behind it might surprise you.

1. Your Job Descriptions Are Too Broad (or Too Boring)

Generic titles like “Product Manager” or “Operations Lead” don’t cut it anymore. Candidates want to know exactly what they’re signing up for — including the mission, impact, and day-to-day work. Plus, many top candidates use keywords to search (just like you do for SEO). If your listing doesn’t match their search, you won’t show up.

Fix it:

• Use industry-specific language
• Highlight impact (not just tasks)
• Include keywords like “B2B Payments,” “ISO,” “Chargebacks,” or “Interchange Optimization”

2. You’re Not Moving Fast Enough

In today’s market, top candidates don’t stay available for long. If your hiring process drags out over multiple weeks and rounds, you’re likely losing them to competitors who move quicker.

Fix it:

• Streamline decision-making
• Use phone screens + structured interviews
• Partner with a recruiter who can pre-vet candidates fast

3. You’re Fishing in the Wrong Pond

Posting on LinkedIn and waiting for magic to happen? It won’t. Top-tier payments talent often isn’t actively applying — they’re already working. You need to go beyond job boards and into targeted outreach.

Fix it:

• Leverage recruiters with niche networks
• Look beyond major cities — strong talent exists in secondary markets
• Reengage past candidates who were close hires

4. Your Compensation Doesn’t Match the Market

The payments world is evolving fast — and so are salary expectations. If your offer isn’t aligned with what similar roles are paying, you’ll lose out, even if everything else checks out.

Fix it:

• Benchmark compensation for your specific vertical (e.g., prepaid, embedded finance, etc.)
• Be transparent about equity, bonus structure, and benefits
• Consider total rewards, not just base salary

5. You’re Not Selling the Opportunity

You may think the job is great — but if your pitch doesn’t resonate, candidates won’t bite. Culture, leadership, mission, flexibility — these all matter just as much as the role itself.

Fix it:

• Sell your “why” during interviews
• Include testimonials from current employees
• Be clear about growth opportunities and what makes your company different

👋 Need Help Fixing Your Hiring Funnel?

That’s where we come in. At IMPACT Payments Recruiting, we’ve helped hundreds of payments and fintech companies connect with top-tier talent — from startup disruptors to enterprise leaders.

Ready to stop missing out on great candidates?

📩 Contact us: contactIPR@go-impact.com