How to Build a Fintech Team That Actually Gets Shit Done
Alright, let’s talk about building a fintech team that doesn’t just show up but actually delivers. In an industry that’s as demanding as fintech, you don’t have the luxury of bringing in dead weight. You need people who can perform under fire, adapt on the fly, and make things happen without having to baby them. Here’s what I look for in fintech talent and how we built a team at Pulse that can take the pressure and run with it.
Hire for Hunger, Not Just Skills
Skills matter—no question. But in fintech, hunger is what separates the performers from the placeholders. I look for people who want to learn, grow, and own their work. It’s easy to find someone who knows the latest tech stack or the fancy buzzwords, but if they don’t have the drive to push when things get tough, they won’t last. Find the ones who are genuinely excited about what fintech can do and who aren’t afraid to go after it with both hands.
People Who Know When to Break the Rules
Fintech is fast, and if you’re going to innovate, you can’t always stick to the rulebook. I want people on my team who know when to go by the book and when to throw it out the window. They need to understand compliance and regulations—this is payments, after all—but they also need to know how to bend without breaking. I’m talking about smart risk-takers who can spot a shortcut when it makes sense and who don’t wait for permission to fix something that’s broken. To quote my lead developer Zach, "If it builds it ships and it fuckin' builds". Well said.
If You’re Easily Shaken, Keep Walking
Fintech isn’t for the faint-hearted. You need a team that can take a hit, dust off, and keep pushing. If a single bad day or a tough project is enough to throw someone off, they’re not cut out for this. I want people who don’t flinch under pressure, who don’t let failures slow them down. We’ve had our share of “WTF” moments, but the team that’s still here is the one that rolls with the punches and comes out swinging. Rip to the rest.
The Balance Between Grit and Flexibility
High-risk payments are about as unpredictable as it gets, and that’s why I look for people who can pivot without losing their focus. Grit and flexibility aren’t opposites—they’re both necessary. My team needs to be gritty enough to stick it out when we’re knee-deep in challenges, but they also need to be flexible enough to adapt when things change (which is literally always). The perfect fintech team member is someone who’s got a strong backbone but knows when to bend.
Give Them Ownership (Or Don’t Bother Hiring Them)
If you’re hiring someone who’s just there to punch the clock, you’ve already done fucked up. Fire them yesterday. Better yet, gather the team, spend a couple days sketching out blueprints for a time machine, go back to the moment you thought hiring them was a good idea, and cancel that interview. Future you will thank you. I make sure every team member’s got real skin in the game—they’re not just here to check boxes; they’re responsible for the outcome. Whether it’s an engineer building out a new feature or a support rep handling a critical merchant issue, they need to know their work matters. Give your team true ownership, and watch how invested they become.
Final Thoughts: Don’t Settle for Mediocre
When it comes to fintech, average doesn’t cut it. You’re either building a team that’s ready to break barriers, solve tough problems, and grow the company, or you’re wasting everyone’s time. We built a team that thrives on the high-stakes, high-pressure nature of this industry. And if you want a team that actually gets shit done, don’t settle for less. Find the talent with the grit, hunger, and resilience to handle fintech—and then get out of their way. Let them make shit happen.
