Role
VP of Engineering
Industry
FinTech
486 placements
Comp range
Set in intake
Urgency
High
Target company map
Where we'll source. Primary feeders cover ~60% of candidates; adjacent industries fill 20–30%.
Primary feeders
60% of candidatesAdjacent industries
20–30% of candidates- Traditional Banking
- Insurance Tech
- Crypto Native
Adjacent industries are often overlooked but provide proven talent with transferable skills.
Four candidate archetypes
The "great fit" profiles for your role. Each comes with red flags Grant has learned to watch for.
The Domain Expert
10+ years in your specific industry
Typical backgrounds
- Direct industry track record
- 3+ companies in space
- Led scaling initiatives
Red flags to watch
- May want larger equity
- Prefers established companies
The Rising Star
5–8 years, proven at tier-1 company
Typical backgrounds
- Google, Microsoft, Stripe alumni
- Fast promotion path
- Led 20+ person teams
Red flags to watch
- First time leaving big tech
- Needs mentoring on edge cases
The Operator
12+ years with track record of scaling
Typical backgrounds
- Startup founder or early employee
- Turned around struggling teams
- Cross-functional experience
Red flags to watch
- May be overqualified
- Could get bored with execution
The Diverse Perspective
Non-traditional path with strong fundamentals
Typical backgrounds
- Career changer with strong signal
- Different industry, adjacent skills
- International background
Red flags to watch
- May need onboarding support
- Prove-it mentality may slow them
3-step outreach sequence
Battle-tested messaging for FinTech. Customize with the bracketed details before sending.
Mission Angle
“Your experience scaling payments at [Company] is exactly what we need to build [our product]. We're in a position to dominate [specific market], and we need someone who's been there before.”
Opportunity Angle
“You've built great things at [BigCo]. Now we have the chance to build something 10x bigger. Early equity, strategic impact, and the ability to shape the product from ground up.”
Founder Angle
“We're being backed by [top VCs]. Past product-market fit. Hiring our first [Role] to lead this phase. You'd be building a team, shaping culture, and setting direction.”
Screening criteria
What we'll look for — and what we'll filter out — during sourcing.
Key skills to screen for
- Payment systems (ACH, wire, cards, blockchain)
- Risk management & regulatory compliance
- High-throughput scalability
- Financial services background
Red flags to filter
- Limited regulatory understanding
- Compensation expectations way out of range
- No experience with ambiguity or compliance
First-year success indicators
What 'great hire' looks like at the 12-month mark in your industry.
Shipped one major initiative
Built or grew a team
Clear impact on company metrics (revenue, users, efficiency)
Guided Hunt
Grant coaches you weekly. Grant coaches your team through the entire process. AI handles sourcing at scale.
Investment
$3,500–5,500
per search · flat fee
Sourcing typically begins within 48 hours of activation.