I thought I’d share a quick snapshot of what’s happening across the London fintech finance market right now, particularly for teams hiring Finance Directors, Controllers, FP&A, and senior finance leaders. 

Despite a more measured market overall, there’s a lot to be optimistic about. Based on what we’re seeing publicly across London‑based fintechs, finance is evolving in some genuinely exciting ways.

Here are three shifts that are quietly reshaping the market, for the better. 

1) Finance has earned a seat at the table

One of the biggest positives right now is how visibly finance has moved out of the back office.

The strongest finance hires today are:

• Influencing what gets built
• Helping define growth priorities
• Acting as true partners to Product, Commercial, and Leadership teams

Where we’re seeing this openly in the market

• Monzo
  FP&A and finance roles consistently focus on strategic insight, scenario modelling, and decision support, with clear exposure to senior leadership and board-level discussions.
• FIXR
  Their FP&A roles sit directly with the CFO and support revenue modelling, pricing decisions, and investor materials. A great example of finance being embedded in the commercial engine of the business.
• Revolut
  Their finance careers messaging openly frames finance as “trusted advisors who guide strategic decisions,” with distinct pathways across strategy, FP&A, tax, and control.

Why this matters:
Candidates are increasingly drawn to roles where finance genuinely shapes outcomes. Businesses that articulate this well are attracting stronger engagement, even in a cautious market.

2) Clarity is replacing the “Finance Manager unicorn”

Another encouraging trend is a growing realism around role design.

Rather than trying to hire one person to cover everything, more fintechs are getting clearer and more deliberate about what they actually need.

What this looks like in practice

• Controllers: deep expertise and confidence
• Revolut’s investment in senior financial control and regulatory reporting hires, including experienced leaders from Big 4, Citi, and AmEx backgrounds, shows clear intent around governance and robustness.
• Plum, Paysend, Curve, and Wise continue to advertise well-scoped Controller and Reporting roles with clarity around remit.
• FP&A and Strategic Finance: driving decisions
• Companies like Fresha, FIXR, and multiple London scale-ups are hiring Heads of FP&A and Commercial Finance with ownership of forecasting, board packs, and growth strategy.
• These roles are visible, influential, and closely aligned with the CFO and CEO.

The upside: Clear scope shortens hiring timelines, improves candidate fit, and sets people up to succeed once they join.

3) It’s a calmer market, but great talent is still moving

While hiring volumes are more considered than previous years, this has actually created a much healthier dynamic.

For strong commercial finance talent, the market is still active and competitive.

What we’re seeing publicly

• Revolut continues to hire across finance as part of its transition to a fully‑fledged UK bank, particularly across FP&A, regulatory reporting, and financial control.
• Across London fintech job boards, demand for FP&A Managers, Finance Business Partners, and Controllers has remained steady, even as wider headcount growth has slowed.

Candidate behaviour right now:

• Top candidates are typically in three to four processes
• They move quickly when a role feels well‑defined and credible
• They disengage early when something feels unclear or misaligned

This makes clarity and speed real advantages.

The questions candidates are glad companies are answering

Another positive shift is how constructive candidate conversations have become.

There’s less fixation on:

• “What’s the salary?”

And more genuine curiosity about:

• “How does this business actually make money?”
• “Will finance be heard here?”
• “Is leadership aligned and clear on direction?”
• “Is this ambitious in the right way?”

Fintechs like Monzo and Wise, who are open about strategy, culture, and commercial reality, are seeing stronger engagement and less late‑stage dropout.

What’s helping companies move fastest right now

The hiring processes that are landing great people tend to share a few traits:

• Clear scope from day one (Controller or FP&A, not everything)
• Two to three stages, run with pace and purpose
• Early access to the CFO or senior leadership
• Framing roles around impact, growth, and ownership

In short: clarity builds momentum.

From where I sit, as a senior finance fintech specialist, this feels like a healthy and constructive phase for the market.

Teams are being more deliberate. Roles are better defined. Finance leaders are being hired for impact, not headcount. And when companies get the clarity right, they are still attracting outstanding talent. For fintechs willing to be clear about what they need, move with intent, and show finance where it genuinely fits into the business, this remains a really good market to hire in.

You can find further information regarding the current market in the Stanton House Accountancy & Finance Salary Guide 2026

For any advice on hiring or finding a new role in the market, please don't hesitate to reach out!