“The ATS Rejected Me” — What Really Happens Behind the Scenes in Fintech Recruitment

Hiring in fintech is a bit like tuning a high-frequency radio — you need precision, timing, and the ability to filter through a lot of noise to find the perfect signal. And after reviewing hundreds of candidates every month, some patterns are hard to ignore.

This post started with a message that hit our inbox — and it’s one we’ve seen before:

“Pretty sure your ATS auto-rejected me. My experience is a perfect match — and I worked at top-tier companies.”

Ever hit 'apply' on a role you felt perfect for — and then heard nothing back? It’s easy to assume some algorithm tossed your CV aside without a second thought.?

But here’s the truth:
The system didn’t reject the candidate. Our recruiter did.
And not because the person wasn’t skilled — but because they didn’t meet the key requirements of the role.

Here’s what really happened (shared by one of our recruiters):

A Real-Life Example: What We Saw and Why We Said No

We were hiring for a Payments role at a growing crypto-fintech company headquartered in Europe — a fast-paced environment with tight regulatory requirements and multilingual communication at its core. The job description clearly stated:

• 📍 Location: EU-based
• 🌟 Languages: Russian + English (mandatory)
• 🌍 Experience: EU regulatory environment required

The applicant?

✅ 10 years in Payments
✅ Strong background with well-known Canadian companies
❌ Based in Canada
❌ No Russian language listed
❌ No EU regulatory experience

A strong profile — someone we'd genuinely enjoy speaking with. But for this particular role, the puzzle pieces didn’t fit. And in a fast-moving fintech environment, those pieces really matter.

And no, the ATS didn’t auto-reject. There was no algorithm silently sorting this one out. A real recruiter at Evotym — with deep knowledge of the fintech landscape and the client’s needs — personally reviewed the application, compared it against the hard requirements, and made the decision. It wasn’t about where the candidate worked before; it was about whether they could deliver within the client’s environment, from day one.

Let’s Talk About the “ATS Myth” (and Why It Hurts Fintech Job Seekers)

It’s a common belief that ATS (Applicant Tracking Systems) are robotic filters that instantly reject candidates if their CV isn’t “optimized” enough.

Let’s set the record straight:

📌 ATS platforms do not make subjective decisions. They don’t say, “Not impressive enough,” or “Lacks leadership skills.” They don’t evaluate ambition, mindset, or communication nuance. These are decisions made by human recruiters — especially in fintech recruitment, where context, urgency, and cultural fit play a huge role. An ATS might help with sorting, but it doesn't replace our role as experienced evaluators who understand nuance, hiring context, and client priorities. In fintech recruitment, that means asking: Can this person handle regulatory pressure? Communicate across cultures? Deliver fast in ambiguous environments?

At Evotym, every application is reviewed by a real recruiter. No bots, no auto-filters. We read each CV ourselves — looking not just for titles or keywords, but for real alignment with the client’s needs. Especially in fintech recruitment, where nuances matter, this human-first approach helps us make smarter matches and build long-term trust with both talent and companies.

Where It Goes Wrong for Candidates

If you're in the fintech, crypto, or payments space, and you’re feeling frustrated by silence after applying, here's where we often see the disconnect:

1. Mismatch in core requirements

Even if you’re talented, applying from a different region or without required languages or experience can disqualify you — unless you explain the context.

2. No explanation of the gaps

If you are planning to relocate, or do speak a language you didn’t list, tell us. A short cover note or even a sentence in your intro can make a big difference.

3. Over-reliance on “ATS-friendly” templates

We’ve seen candidates invest in pricey “ATS-optimized” CVs that still miss the point: Clarity and relevance matter more than formatting tricks.

What You Can Do Instead (From Our Recruiter’s Experience in Fintech & Crypto Hiring)

These aren’t just best practices — they’re what we wish we could tell every great candidate over coffee. If you’re navigating fintech job boards and feeling lost, these can give you an edge:

1. Add a short, strategic cover note

Planning to move to the EU? Say it clearly — don’t assume recruiters will guess your intentions.

Speak Russian but didn’t include it? Add it — language skills are often non-negotiable in fintech roles.

Learning EU regulations? Mention the courses, certifications, or practical exposure you’re gaining. It shows awareness and initiative.

2. Focus your energy

Apply to roles where you meet at least 70% of the criteria. Applying everywhere leads to burnout — and it shows in your applications.

3. Show clarity over cleverness

Forget the buzzwords and flashy formatting. A clean, well-structured CV that highlights real impact — what you achieved, how you did it, and why it mattered — speaks louder than keyword stuffing or trendy templates. Fintech companies want clarity, not cleverness. Show us substance. easy-to-read CV that shows impact will always beat a keyword-stuffed one.

4.  Build relationships, not just submissions

Engage with recruiters, share your career goals, and be open about your story. In fintech recruitment, we often think long-term and revisit great candidates for future roles — especially as market needs shift quickly.

Why We’re Sharing This

Because we care about transparency.
And because our recruiter — who took the time to review and even speak with the candidate — wanted to clear the air, not point fingers.

“Even when someone isn’t the right fit for a specific role, I often reach out — not to reject, but to understand. Because the person behind the CV might be exactly who we’ll need for the next opportunity.”

— Evotym recruiter

The point of this story isn’t blame.It’s to show that a rejection doesn’t mean you’re not talented — especially in fintech, where hiring needs can be highly specific. But how you present yourself — and whether you help us connect the dots — makes all the difference.

Final Thought: Own the Process — And Stand Out in the Fintech Job Market

If you take one thing from this post, let it be this:

Clarity beats assumption. Connection beats automation.

The best candidates don’t wait for systems to figure them out.They show us why they’re a fit — and they make it easy for us to say yes.

If you're in Fintech, Crypto, or Payments:

Check our career page for job updates — new roles in fintech, crypto, and payments go live regularly.

At Evotym, we connect fintech companies with top talent—fast, precise, and tailored to your needs. Our team has firsthand fintech experience, so we know what it takes to find the right fit. No guesswork, just expert-driven recruitment to help your business grow. Contact us today and let us help you build the team that will propel your business to new heights!

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