Rebuilding Fintech Teams in 2025: Compensation, Culture, and Competition for Talent

After a two-year correction in funding, headcount, and valuations, fintech in the US is on the rise. With venture capital flowing more steadily again – nearly $3.8 billion raised in just the first nine months of 2024 – many firms are shifting their focus back to growth. And with that comes the need for talent.  

Selby Jennings recently surveyed fintech professionals across the country for our 2025 Financial Sciences & Services Talent Report. Combined with insights from two of our fintech talent experts, Isabel Ceniza, Director – HFT/Prop/Hedge Fund, Fintech, and Crypto Recruitment, and Suraj Sharma, Director – Head of Cloud & Infrastructure Recruitment, this article analyses the return of hiring momentum, improving compensation sentiment, and how firms are navigating the tension between flexible working and control. 

Performance and satisfaction improve for fintech bonuses 

While fintech has historically been more volatile than traditional finance when it comes to bonuses, 2025 marks a turning point. 

According to our survey, 70% of fintech professionals received a bonus, up from 62% the year before. Three-quarters (75%) also said their bonus met expectations, among the highest levels of satisfaction in any financial services vertical surveyed. 

This reflects a rebalancing of financial performance across the sector, particularly in product-led fintechs and trading infrastructure firms that have weathered the downturn. As Isabel shares, “the majority of candidates got what they expected and are definitely happier.” 

Suraj reinforces this trend, saying that “bonuses have been better on both the buy and sell side, as firms are meeting and exceeding expectations.” 

For employers, structured and well-communicated variable compensation remains one of the most effective tools for retaining critical fintech talent. 

Fintech salary expectations rise faster than pay 

Fintech salary growth has largely normalised after the inflated base compensation offers seen during the 2021–2022 hiring peak. Our survey revealed that 51% of fintech professionals received a raise, but nearly half of those increases were only worth between 1–5% of their base salary. 

Yet when changing roles, 18% said they would expect an 11–25% raise. This creates a widening gap between internal retention strategies and external market pressures. Isabel notes that while 5–15% raises are common, the biggest jumps often come from external moves. 

This highlights a key challenge for employers: merit-based pay structures alone may not be enough to retain top performers, especially when competing with external offers that better reflect candidate expectations.

Looking for current salary and bonus benchmarks? read our global Financial Technology Salary Guide. 

Value-added benefits to retain fintech talent 

Many fintech firms also are leaning into long-term retention strategies over short-term base salary wins. In our survey, 45% of fintech professionals said they receive shares or equity in their current role, while 19% said they were offered relocation support. 

This makes sense in a market where front-end engineers, infrastructure architects, and machine learning specialists remain in short supply, and where high performers are increasingly passive. On top of this, early-stage and mid-market firms are now competing more directly with major institutions that have resumed aggressive hiring. As Suraj observes, “the sell side has been revitalised as we’ve seen multi-hire campaigns from several of the larger bulge banks, with compensation at levels higher than normal.” 

With traditional firms back in growth mode, fintechs must offer more than just competitive salaries and bonuses. Relocation support, equity ownership, and the opportunity to make a tangible impact are increasingly essential to stand out to top fintech talent – especially those not actively looking for a change. These benefits not only help close the compensation gap with larger institutions but also appeal to candidates motivated by long-term value and personal growth. 

Is remote working in fintech being reconsidered? 

Remote work has long been a fintech hallmark. But even in this more flexible corner of finance, business expectations are changing. Although 54% of fintech professionals say they are still fully remote, and 87% have some level of remote flexibility, a growing number of firms are issuing return-to-office mandates. 

Suraj emphasises that while remote roles still exist, the dominant trend back towards office-first models is clear: “Within finance we are seeing a massive return-to-office push with most firms at a minimum of four days in, if not a full five days.” 

Isabel echoes the operational rationale behind this shift, adding that “the necessity of in-office collaboration is just the fast-paced nature of these types of firms.” 

Whether due to regulatory risk, security protocols, or speed of iteration, fintechs are recalibrating. Employers must strike the right balance to remain competitive, setting clear in-office expectations while offering flexibility where possible, and relocation support when needed for key hires. 

Fintech hiring strategies in 2025 

US fintech is once again in build mode, and talent is the foundation. As teams grow and product roadmaps accelerate, firms are evolving their strategies for how they compensate, structure, and engage with fintech professionals. 

To effectively attract and retain fintech talent in a revitalised market, hiring managers should consider the following strategies:  

• Offer structured bonuses and equity as a default, not a differentiator 
• Recognise the gap between internal salary growth and external offers, especially for passive candidates 
• Balance return-to-office expectations with flexibility, transparency, and relocation support where needed 
• Personalise hiring messages based on what high-impact candidates actually value: mission, autonomy, and trajectory 

As the fintech sector enters its next phase of growth, securing the top talent needed to drive innovation forward will depend on how well firms align their hiring strategies with evolving expectations. 

Contact our team of specialist fintech recruiters to discuss how your firm can attract the next wave of top talent, or learn more about our global financial technology talent solutions.  

If you’re a fintech professional thinking about your next career move, explore hundreds of fintech vacancies across the US and around the world, or register your CV with us to easily save and apply for jobs, and get notified when the right opportunities become available. 

More talent insights from Searching Smarter   

Hear more from Isabel Ceniza in the Searching Smarter podcast – watch the full episode here. You can also listen on Spotify, YouTube, Apple Podcasts, or wherever you get your podcasts.​