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Compliance Expert Candidates, The Best Interview Questions to Ask

As you know well, Fintech is thriving, yet navigating the FCA’s rules just in the UK is a minefield. You need to innovate quickly, but every new product carries huge regulatory risk, and a single compliance misstep could result in crippling fines and the swift loss of your operating licence.

The problem is, finding a compliance expert who understands both regulation and your agile technology stack, which, let’s face it, just feels almost impossible.

So much so that hiring someone with a legacy banking mindset will only slow your growth and turn your compliance function into a feared ‘Department of No’.

Well, in this guide, we will walk you through the definitive blueprint for securing elite compliance talent, and we will even show you how to find professionals who treat your compliance as a strategic enabler – allowing you to scale safely, smartly, and successfully as a result.

So read on to transform your risk management into a powerful competitive advantage and find out what you need to do.

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The Regulatory Tightrope of Fintech

The world of Fintech is a thrilling, fast-paced environment, we all know that it is a place where innovation, convenience, and disruptive technology reign supreme.

However, for all the excitement of new platforms and groundbreaking financial products, there is a fundamental truth that cannot be ignored: Fintech is still Finance.

This simple fact means that every disruptor, every start-up, and every established digital player must operate within the strict regulatory framework set out by bodies like the Financial Conduct Authority (FCA) and, often, a myriad of international regulators as well.

Key to Scaling

In this ecosystem, compliance is not just a necessary evil; it is the bedrock of trust, the key to scaling, and the ultimate determinant of an organisation’s survival.

However, getting compliance wrong in Fintech is, let’s face it, prohibitively expensive, as here we are talking about crippling fines, reputational damage that takes years to repair, and the potential loss of your operating licence entirely.

Yet, finding the right compliance expertise for a technology-driven, agile business is a distinct challenge compared to traditional banking.

You need professionals who do not just know the rules, but who can apply them to cutting-edge technology and rapidly changing business models as well.

So let us help you assess your candidates’ suitability to make sure your compliance function acts not as a handbrake, but as a strategic enabler for your fintech success.

Why Choose Mark Loucas

Faster Hiring Process

We speed up hiring by quickly presenting pre-vetted candidates, reducing the time and effort needed to fill key positions.

Industry Expertise and Specialised Knowledge

Our agency has deep industry expertise, understanding the specific skills needed for payments roles, ensuring precise candidate matching.

Access to a Niche Talent Pool

We have access to a niche talent pool, providing top candidates with payments industry experience who are often hard to find elsewhere.

Understanding of Regulatory and Compliance Requirements

Our agency understands industry regulations, ensuring candidates meet both technical and compliance needs, crucial for the payments sector.

Some Key Takeaways for the Busy Fintech Leader

For those navigating the fast-paced world of fintech hiring, here are the non-negotiable compliance hiring tips in a nutshell:

Key Takeaway Area	Actionable Tip
Fintech Mindset	Don’t just hire traditional compliance officers. Prioritise candidates with a fintech mindset who embrace speed, ambiguity, and agile working.
The Translator Skill	Look for experts who can translate complex regulatory rules into actionable technical specs for engineers, and simplify technical risks for the Board.
Data Science Focus	Vet candidates on their ability to use data analytics to identify Key Risk Indicators (KRIs), predict breaches, and monitor performance effectively.
Integrity & Resilience	Use scenario-based questions to ensure they have the unquestionable integrity to challenge the CEO and remain calm and decisive during a regulatory crisis.
Stakeholder Management	Demand persuasive communicators who see their role as a strategic enabler and can influence all parts of the organisation, winning hearts and minds over issuing directives.

Who Is Mark Loucas

We specialise in data and Fintech recruitment, and our team understands the industry inside and out.

So much so that our experienced Fintech recruitment team has years of expertise in recruiting top talent for data and analytics roles, and we have a proven track record of successfully placing candidates in leading companies.

Defining Your Ideal Compliance Expert Profile

These days, it is also not enough just to hire a former bank compliance officer; the right profile for you will be a combination of regulatory experience and an entrepreneurial mindset as well.

A. The Non-Negotiable Core Skills and Certifications

When trying to work out how well aligned they are to the Regulatory core, you should look to deep dive into their knowledge here.

For instance, here you should look for proven experience with regulatory filings, policy writing, and direct liaison with the FCA or similar regulators as well.

Demonstrating Risk Assessments

They must also possess the ability to demonstrable the ability to identify, quantify, and mitigate enterprise-level and product-specific compliance risks as well, so you should come up with some questions around this to see how good they are in this area.

For instance, here you could add questions such as:

Our fintech firm is rapidly expanding into a new jurisdiction outside the UK (e.g., Germany or Australia) using a partner bank for licensing.

“Can you outline the immediate top three enterprise-level compliance risks this creates, and for each risk, how would you go about quantifying its potential impact (financial, regulatory, and reputational) on our business?”

What to look for

Do they mention key risks like AML/KYC jurisdictional differences, data localisation / GDPR-equivalent issues, or cross-border licensing/regulatory reporting obligations?

Quantification

How do they discuss methodology? E.g., using a risk matrix (likelihood x severity), calculating the potential cost of fines, or estimating revenue loss from temporary operational halts.

Essential Qualifications

Here, you should also highlight the value of certifications that you ideally need, like ICA (International Compliance Association), CAMS (Certified Anti-Money Laundering Specialist), or specific legal qualifications related to financial services, as well, and see what qualifications and experience they have around these.

B. Essential Fintech Nuances, Tech Fluency and Agility

Here, for instance, it’s very important that you get a gauge on whether the candidate can communicate complex regulatory requirements to engineers and product managers.

And conversely, can they explain complex technological risks to the Board?

As this translation skill is priceless.

For instance:
“The FCA issues a new technical standard requiring all customer authentication processes to be compliant with the latest security protocols, which will delay our next product sprint.”

“How do you communicate this change to the Head of Engineering and the Product Manager, and what is your strategy for making sure that the technical teams prioritise this regulatory change without demotivating them or forcing them to compromise on their quality?”

What to look for

In their answer here, for instance, you should look for several key areas, such as:

Do they avoid legal jargon, for instance, or do they translate the FCA rule into specific user stories or technical specifications (e.g., “The API must return X authentication value” instead of “We must be compliant with PS7/17 technical standards”)?

Do they propose working with the teams to scope the change and find a compliant, efficient solution, rather than simply issuing a mandate?

Or do they frame the change not as an annoyance, but as risk mitigation, which is more essential for long-term platform stability and regulatory approval?

Data-Driven Compliance

You also want to vet their ability to be able to use data analytics to monitor compliance performance, identify trends, and predict potential breaches as well.

As compliance is now a data science function, not just a policy archive.

For instance, here to test them on this, you could ask something along the lines of:

“If we were to assess the overall health of our Anti-Money Laundering (AML) controls for customer onboarding, what are the top three Key Risk Indicators (KRIs) you would track using real-time data?”

“Please can you also explain why these three metrics are most effective for identifying performance gaps, and describe what ‘poor performance’ looks like for one of them as well.”

What to look for in their answer here:

Here, you should look to make sure that they are included in relevant KRIs, for instance, do they suggest quantifiable metrics like: False positive rate from transaction monitoring systems; Average time taken to resolve a Suspicious Activity Report (SAR) investigation; or Percentage of rejected onboarding applications due to KYC data mismatches?

Understanding of 'Why'

Do they also articulate that a high false positive rate wastes resources, or that a long investigation time increases regulatory exposure?

Proactivity Over Reaction

Another thing you should look for during the interview, is you want to look for evidence that they have anticipated regulatory changes (e.g., preparing for an upcoming consultation paper) rather than simply reacting to mandates.

For instance, a question that could get to the bottom of this could be:

“Aside from the current hot topics everyone is talking about, what is one regulatory change that you anticipate the FCA (or a relevant overseas regulator) will introduce within the next 12 to 18 months that is not yet a mandated rule?”

“How would you also justify this anticipation to the Board, and what is the first action you would take today to prepare our business for it?”

What to look for

Here, for instance, they should not just mention broad topics like “more crypto regulation,” but they should point to a specific, emerging area, perhaps citing a recent FCA Discussion Paper (DP), a global trend (like the EU’s Digital Operational Resilience Act – DORA), or a speech given by a key regulatory figure.

Justification as to why

Do they explain why this change is likely (e.g., ‘Regulator X has seen a rising incidence of failure in Y area, so tighter rules are inevitable’)?

And do they suggest a concrete step, such as forming an internal working group, commissioning a gap analysis against the expected standard, or setting aside budget for required system changes as well?

C. Soft Skills, What Is Their Integrity, Communication, and Resilience Like?

Understanding their competence is just one area to explore; others that some would say can be more or just as important, for instance, include soft skills, such as:

Unquestionable Integrity

This is the foundation, as any compliance expert must be independent, objective, and willing to challenge the CEO or product head if necessary.

For instance, you could consider asking something such as:
“The CEO of our fintech firm is urgently pushing for the immediate launch of a new product feature before your final compliance sign-off is complete.

They argue that the market opportunity is time-sensitive and that the remaining risk is ‘negligible’ and can be fixed post-launch.

How do you respond to the CEO, and what specific actions do you take, and how do you document your decision to ensure independence?”

What you should look for in the answer here

Here, for instance, do they state clearly that the launch will not proceed without sign-off?

A strong candidate will cite regulatory accountability, the SMCR (Senior Managers and Certification Regime) responsibilities, and the irreversible nature of reputational damage.

Do they focus on an established governance process (e.g., escalating the risk to the Board Risk Committee or Audit Committee) rather than just a personal argument with the CEO?

Or alternatively, do they stress the importance of documenting their formal recommendation and the CEO’s instruction / acknowledgement of the risk, protecting both themselves and the firm’s audit trail?

Stakeholder Management

For this type of role, they must also be persuasive communicators, as compliance is about winning hearts and minds, not just issuing directives.

Due to this, they must be able to educate and influence all parts of the organisation.

For instance, to see this, here you could ask:
“Our Product team is excited about launching a feature that they believe will give us a massive commercial edge, but which you believe introduces a significant, but subtle, consumer detriment risk under the new Consumer Duty rules.

They are resistant to your proposed changes. How do you move beyond simply quoting the rulebook?

Please detail your strategy for persuading the Head of Product to adopt your compliant, yet more complex, design changes.”

What to look for in their answer

Here, you really want to look at how they frame the risk in terms of the Product Team’s goals? (e.g., “This isn’t about avoiding a fine; it’s about building a product that is sustainable, trustworthy, and reduces churn / complaints, which protects your KPIs.”)

Do they also use data and real-world examples (e.g., precedents from other firms) rather than just abstract rules?

Do they offer to co-design the solution, making the Product Team feel ownership of the compliant outcome, as they should seek a win-win scenario, really?

Resilience and Stress Management

The role is often high-pressure, especially during regulatory visits or incident management, and as a result, they must be able to remain calm, methodical, and decisive under pressure.

For instance, here you could consider a question that tests their immediate, step-by-step reaction to a serious, high-stakes event.

“It’s 9 AM on a Monday. You receive an urgent email notifying you that the FCA has launched an unexpected, full-scope visit to our offices, arriving within the hour, following a recent public complaint.

Please describe your immediate, structured action plan for the next 60 minutes, and how you delegate tasks, and crucially, how you manage your own stress to make sure you remain methodical and decisive during this?”

What to look for in the answer

Here, do they immediately follow a predefined regulatory visit protocol? (e.g., Step 1: Notify key stakeholders/CEO; Step 2: Establish a ‘War Room’ / separate meeting space; Step 3: Gather key documents and legal counsel; Step 4: Designate a single point of contact.)

Do they show an ability to quickly and calmly delegate tasks based on expertise (e.g., Legal handles initial contact, while Finance prepares capital documents)?

Do they also mention taking a moment to review the firm’s regulatory playbook or taking a deep breath to prioritise?
As this in turn would show their awareness of their own stress response, which is more than key in this situation.

Need Help Finding the Right Compliance Expert?

We know all too well that the challenge of securing elite compliance talent often goes beyond simply posting a job advertisement.

For instance, here you need a dedicated, specialist approach to attract individuals who can blend well that traditional regulatory rigour with fintech’s unique need for speed and technical agility.

While talent can certainly be found in traditional banks, consultancies, and regulatory bodies (like former FCA staff), identifying those who haven’t been hampered by a ‘legacy’ mindset is where the real work begins.

So if you need specific candidates who can prove they can implement and collaborate on the above, we can help, not just advise.

Let Mark Loucas Find Your Perfect Fit

So if you are struggling to get the right candidates in front of you, and navigating the pool of regulator alumni, banking professionals, and Big Four consultants feels like searching for a needle in a haystack, we can help.

We specialise in connecting high-growth fintech businesses with the strategic talent required to manage and mitigate complex risk. We even understand the difference between a traditional compliance officer and the modern, tech-fluent risk leader your company needs to scale compliantly.

So don’t waste time interviewing candidates who talk the talk but can’t walk the walk in an agile environment.

Contact us today for a confidential consultation on how to define, source, and secure the resilient, commercially-minded compliance expertise that will turn your risk function into a competitive advantage.

The Interview Process, & How to Separate the Wheat from the Chaff

The interview must also move past theoretical knowledge tests and focus on practical application and cultural fit.

A. Scenario-Based, Practical Testing

For instance, here you can provide more scenario-based and practical testing questions to help you narrow down the right Fintech Compliance Risk candidate for you.

Here, for instance, you should consider:

A Regulatory Test

Present a real-world, current fintech issue, e.g., “A new feature allows customers to swap crypto on your platform. Can you outline the compliance risks and the immediate steps you would take before launch?”

Policy Challenge

Also, do not be afraid to ask them to critique a sample, flawed compliance policy document and identify the gaps.

As this tests their attention to detail and practical regulatory writing skills. As a result, you should look for candidates who can articulate a process (steps 1, 2, 3) rather than just listing risks.

B. Assessing Technical and Cultural Fluency

Next up is an area you want to cover well, as here you want to assess their technical but also cultural fluency.

For instance, you can actually do this in a number of ways, such as:

The Tech Discussion

Here you should ask specific questions about RegTech implementation: “How would you ensure your firm’s KYC checks remain compliant while speeding up onboarding from three days to five minutes?”

Culture Fit

Collaborator or Gatekeeper? Ask how they handle conflict when their regulatory view differs from the product team’s commercial objective.

A good answer, for instance, will focus on mediation, education, and finding a compliant solution, not just saying “no.”

As here the best compliance officers are viewed as internal consultants, not as the ‘Department of No’.

C. Due Diligence, with Background Checks and Regulatory History

Another thing to not overlook, especially considering this role, is that the compliance expert you are considering has held a Senior Manager and Certification Regime (SMCR) role, as due diligence here really is non-negotiable.

Check their regulatory history and also their past conduct thoroughly.

To do so, for instance, you can instead focus on getting references from direct reporting lines or regulatory contacts who can speak to their integrity and decision-making under pressure, over just taking their word for it.

Who Is Mark Loucas

We specialise in data and Fintech recruitment, and our team understands the industry inside and out.

Understanding the Unique Compliance Challenge

The compliance function in Fintech requires more than just a passing knowledge of financial law; it demands more of a fusion of regulatory acumen and technical understanding.

For instance, here you need someone who actually understands things such as:

A. The Regulatory Jigsaw Puzzle (FCA, PSD2, GDPR, and Beyond)

For this alone, you need to make sure that your compliance experts must not only understand UK legislation (e.g., the FCA Handbook, AML rules) but also broader European and global frameworks if the company plans to scale (e.g., PSD2/PSD3 for payments, GDPR for data protection).

They will also need to stress the complexity of having different rules for different activities, such as lending, payments, investments, and cryptoassets.

As your specialist must know which rules apply and how they interlock.

B. Speed vs. Safety, The Fintech Paradox

Here when hiring compliance experts, you should make sure that they understand how Fintech thrives on agile development and rapid product iterations as well.

This is especially important as traditional compliance is often slow and risk-averse.

As a result, your ideal hire must be able to demonstrate how they can embed compliance into the product development lifecycle (e.g., ‘Compliance-by-Design’) rather than just being a final check.

As a result, you should look for individuals who understand how to write policies that are flexible yet strong, and also allow for innovation to occur, all whilst maintaining their regulatory rigour as they do so.

C. The Evolving Threat and Technology Fluency

Check their regulatory history and also their past conduct thoroughly.

What to Avoid, Common Hiring Mistakes (Red Flags)

The rush to secure compliance talent often leads hiring managers to overlook critical warning signs and to make a bad hire – trust us.

For instance when interviewing candidates, you should also be vigilant for these five common red flags that signal a poor fit for a fast-paced fintech environment:

Red Flag	Description / What to Avoid	How to Test / Vetting Tip
Legacy Banking Mindset	The candidate relies solely on slow, manual processes and is overly risk-averse, paralysing innovation. They lack the speed needed for an agile firm.	Ask them to describe a time they approved a complex, novel product under tight time pressure. Look for creative control design.
Lack of Technological Fluency	They are brilliant on regulations but struggle when you discuss APIs, cloud infrastructure, or RegTech tools. They can’t properly assess technological risks.	Ask a specific question like, “How does using a public cloud impact our data compliance obligations?” (Focus on data localisation, encryption, and vendor oversight).
The ‘Gatekeeper’ Mentality	They view their role as policing the business and treat product teams as adversaries, defining success only by projects they shut down.	Ask about a disagreement with a product team. Look for evidence of seeking compromise and educating stakeholders, not just blaming others.
Poor Stakeholder Communication	Their answers are dense, filled with excessive legal jargon, or they fail to translate complex issues into simple business impact.	Watch how they explain a specific rule. Do they move fluidly between technical, legal, and commercial language, or do they only quote rulebook sections?
Weak Proactive Foresight	They only discuss regulatory changes that are already mandatory. They lack opinions on emerging “soft law” or future trends.	Look for evidence they actively monitor FCA Discussion Papers or global regulatory intelligence (horizon scanning).

When to Hire vs. Outsource Compliance Talent

One of the most significant strategic decisions a growing fintech firm faces is whether to hire a permanent Chief Compliance Officer (CCO) or rely on outsourced / interim consultants for its regulatory needs.

As here the right choice often depends on your company’s stage, size, and funding level.

Strategy	Best Suited For	Key Pros	Key Cons
Hire (Build)	Mature/Scaling Firms with large customer bases, complex products, significant funding (Series B+), or those subject to SMCR.	Deep Institutional Knowledge: Understands internal processes and risks intimately. Alignment: Full cultural fit and long-term commitment. Regulatory Accountability: Essential for SMCR roles.	High Cost: Permanent salary, benefits, and training are expensive. Single Perspective: Can lack exposure to industry-wide best practices.
Outsource (Buy)	Start-ups/Early-Stage Firms (Seed/Series A), firms launching in new jurisdictions, or firms needing project-specific expertise (e.g., PSD2 implementation).	Flexibility & Speed: Access to expertise immediately without commitment. Broader Exposure: Consultants bring knowledge from multiple firms/regulators. Cost-Effective: Pay only for the specific skills and duration needed.	Limited Ownership: May lack accountability for long-term failure. Shallow Knowledge: Less familiar with internal operational nuances. Integration Risk: Can be viewed as external “gatekeepers” by staff.

Tips On How To Make the Strategic Decision

If you are strugling on which way to go here are some points to consiuder to help you to decide.

1. If you are subject to the SMCR (Senior Managers and Certification Regime)

You absolutely need a permanent Senior Manager who is directly responsible and accountable, as outsourcing the legal accountability of the CCO role is generally not viable or advisable here.

2. If you need to quickly fix a specific regulatory gap (Remediation)

Use consultants or interim experts as they can parachute in, fix the problem, and establish the process rapidly without the long-term hiring burden.

3. If compliance is integral to your core product (e.g., payments or lending)

Here you should, for instance, hire a permanent, dedicated CCO to ensure compliance is built into the product from day one (“Compliance-by-Design”), which is essential for sustainable growth.

In short, you should hire for accountability and long-term strategy, and outsource for specialised short-term projects or rapid gap-filling.

Focus on Professional Growth

Gaining qualifications like the CISM or CISSP in cybersecurity can make you much more valuable here as well.

It’s also a great idea to join professional organisations and attend industry conferences, too, as this helps you build a network and stay up-to-date with what’s happening in the market and the industry.

Learn Skills That Are in Demand

You want to check job ads for roles you want in the future, see what skills and technologies they ask for, and then start learning them today.

You can also use your yearly performance reviews, or annual appraisals, to discuss your ambitions and for salary negotiation. and ask what you need to do to get a promotion, and don’t be afraid to show how you’ve helped the company succeed as well.

Work with a Specialist Banking Recruiter

A good digital banking recruiter knows the job market inside out.

As a result, they can be a huge help in finding the right job and getting the right salary.

So What Questions Will You Ask Your Compliance Candidate, Final Thoughts

As you can see, hiring a top-tier compliance expert in the fintech sector is arguably one of the most key talent investments an organisation can make.

It is an investment that pays dividends not just in avoiding fines for the organisation, but in unlocking opportunities as it does so.

As here the right expert brings with them credibility to your investors, stability to your operations, and trust to your customers, all while they allow you to scale safely, confidently launching new products knowing the foundations are solid.

So by looking beyond the old-school banking mindset, and instead focusing on technical fluency, cultural fit, and practical problem-solving, you will secure the compliance professionals who treat regulation not as a burden, but as a blueprint for sustainable success.

Let Mark Loucas Find Your Perfect Fit

So don’t waste time interviewing candidates who talk the talk but can’t walk the walk in an agile environment.

Why Choose Mark Loucas?

Faster Hiring Process

We speed up your hiring by quickly presenting pre-vetted candidates with relevant experience, reducing the time and effort needed to fill key positions.

Industry Expertise and Specialised Knowledge

Our recruitment agency has deep industry expertise, understanding the specific skills needed for roles in digital banking, payments, and investment banking. We also ensure that precise candidate matching for roles such as Program Manager, IT Project Manager, and Senior Manager occur easily as well.

Access to a Niche Talent Pool

We have access to a very niche talent pool of top candidates with payments industry experience, expertise in AI project management, and knowledge in areas like Fraud Detection, Predictive Analytics, and Compliance Monitoring.

Understanding of Regulatory and Compliance Requirements

Our recruitment agency also understands industry regulations and compliance checks that are needed, to ensure that our candidates meet both technical and compliance needs, which really is key as you know, for the financial services sector.

Who Is Mark Loucas

We specialise in Digital Banking Operations & Project Management recruitment, and our team understands the industry inside and out.

As a result, our experienced fintech recruitment team has a proven track record of successfully placing candidates in leading companies who can bring in the best practices for your team and project goals, and we have a dynamic team dedicated to helping you find exciting opportunities in the financial services industry.

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So are you ready to take the next step? Whether you are an employer looking to build a top-notch team or a candidate seeking new opportunities, Mark Loucas is here to help you. Contact us today to learn more about our services and how we can assist you.

Why Choose Mark Loucas as Your Digital Banking Recruiter?

As you can see here at Mark Loucas, we are committed to connecting you with the best talent in the Fintech industry. So, contact us today to learn more about how we can help you achieve your hiring goals.

We are here to help. So, let us help you build a team that drives your business forward. For more information or to discuss your recruitment needs, contact us today.

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Search and Match

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Interviews and Selection

Next, we will be happy to assist in arranging interviews and providing feedback to both parties to ensure they are the best fit.

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Next, we will be happy to assist in arranging interviews and providing feedback to both parties to ensure they are the best fit.

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We offer a wide range of data and analytics jobs, including roles such as Data Scientist, Data Analyst, and Data Engineer.

These job opportunities span various Fintech industries, from financial services to the public sector, ensuring that we have the perfect fit for your skill set.

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Our analytics recruitment team also specialises in placing candidates in pivotal roles such as Data Architect, Insight Analyst, Reporting Analyst, and Marketing Analyst as well.

We also cater to niche areas like Machine Learning, cryptocurrencies, Data Platforms, and Big Data, ensuring you find the perfect match for your technical skills and expertise.

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We provide detailed job descriptions and support for roles such as Junior Data Analyst, Senior Data Analyst, and Business Data Analyst.

While we also have positions in Business Analysis and Data Management, including Data Governance and Data Integrity roles within the Fintech industry.

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Our focus is always on customer service, ensuring that you receive the best support and guidance throughout your job search with us.

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