Build a Better Fintech Team: Start with People

It’s not rocket science. But it is deeply human.

At Evotym, we work with fast-scaling startups and ambitious founders across Europe to help build high-performing tech teams. And here’s what we’ve learned:

✅ A talented hire means nothing if the environment doesn’t support them.
✅ The latest tools or tech stack won’t save a team that’s burned out, underpaid, or ignored.
✅ Productivity starts with people.

If you’re trying to scale your fintech or Igaming team, it’s time to ask:
Are you creating a place where great people can actually do great work?

Here’s where to start:

Make People Feel Included and Needed

Inclusive startup culture is more than a buzzword.

It’s the foundation of a resilient, engaged team.

From onboarding to daily rituals, every interaction is a chance to build belonging.

Do new hires feel welcome from day one? Are remote team members heard as clearly as those in the office? Is feedback encouraged - or avoided?

Inclusion isn’t about checking boxes. It’s about making sure every person feels like their ideas matter and their presence makes a difference.

Because when people feel seen, they contribute more. When they feel safe, they innovate. And when they feel excluded, even the best talent slowly disconnects.

Great teams are built on connection. That starts with making people feel included - and needed.

‍Provide Clear Direction

Even the best developers can’t work efficiently without clarity.

They need to know what’s expected, how success is measured, and how their work connects to the bigger picture.

Great leadership isn’t about overloading teams with tickets - it’s about providing a clear roadmap. That means setting priorities, explaining the “why,” and giving people enough context to make smart decisions without needing constant direction.

When direction lacks clarity, teams lose momentum. They hesitate, repeat efforts, or waste time on the wrong priorities - all because they’re unsure what truly matters. But when everyone’s aligned? You get speed, confidence, and focus.

‍Create Space for Real Conversations

You can’t build trust in DMs and status updates alone.

Create intentional time and space for honest conversations - whether it’s a weekly check-in, a team-wide retrospective where honest feedback is welcomed, or an open forum to surface challenges, explore blockers together, and crowdsource potential solutions.

Encourage vulnerability. Welcome difficult questions. Make space for disagreement.

When people feel safe speaking up, they solve problems faster, collaborate more effectively, and bring their full selves to work.

Psychological safety isn’t a soft skill - it’s a hard advantage for any tech team looking to perform at its best.

‍Know What Drives Your Team

Every individual is different.

Some thrive on ownership. Others crave mentorship, flexibility, recognition, or making a meaningful impact. Some are driven by growth opportunities, while others are motivated by stability or autonomy.

If you don’t invest time in understanding what truly drives each team member - through regular 1:1s, team sentiment check-ins, or casual check-ins - you’re operating in the dark. Motivation isn’t a perk - it’s a performance lever.

Hiring for a startup is like curating the soundtrack for a road trip - it sets the pace, lifts the mood, and helps everyone enjoy the ride. But to make that playlist hit just right, you have to know your audience. Same goes for your team.

When people feel seen and supported in what matters most to them, they go the extra mile. If not, they’ll quietly disengage or leave for companies that do pay attention.

‍Trust Them to Do Their Job

You hired smart, capable people. Trust them to be just that.

Hovering over every move doesn’t signal support - it signals doubt. And doubt can quietly crush momentum. When people feel like they’re constantly being watched, they hesitate. They stop experimenting. They wait to be told what to do.

Micromanaging kills creativity. But when you trust your team to solve problems, make decisions, and take ownership, they rise. Empowerment turns passive executors into proactive leaders.

Managing a team is like teaching someone to ride a bike - you can hold the seat for a bit, but if you never let go, they’ll never find their balance. The moment you trust them to pedal on their own is the moment they take off.

And that shift? It’s what transforms a good team into a great one.

Pay Your Team Well

If you want your developers to stay, pay your fintech talent well.

Salaries in tech aren’t just numbers—they're signals. A strong offer says, “We value your skills.” A weak one? It tells people to keep scrolling.

Think of it like offering a seat at the table - if you’re not matching the market, your best talent will quietly find another room.

If you're unsure what a competitive salary actually looks like in your industry or region, the Evotym team has your back. Reach out and we'll share market benchmarks, trends, and actionable insights to help you stay ahead.

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If you want your fintech team to be productive, innovative, and loyal, you need more than just great hiring. You need a culture that values people.

And that’s exactly what we help our clients build.

At Evotym, we don’t just connect you with top-tier tech talent - we help you create the kind of environment where that talent feels trusted, valued, and empowered to do their best work - because that’s where fintech teams thrive.