GRC Manager, Fintech Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
This is what we do all day: recruit technology and IT professionals.
Find working technology talent for GRC Manager, Fintech.
No upfront fee. You pay only if you hire.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
- No upfront fee
- Pay only if you hire
- Technology only
- We reach engineers who aren't on job boards
- Replacement guarantee on standard searches
Need someone now? Call 305-306-4829.
Titles we fill
- GRC Manager, Fintech
GRC managers within fintech work through complex regulatory market involving persistent SOC 2 compliance and PCI DSS adherence. You bridge technical controls with legal mandates while managing bank partner audits that demand rigorous documentation. Your work entails translating granular technical security requirements into clear audit narratives that stakeholders understand. Balancing innovation with protective measures remains your primary professional objective in this environment.
The role requires deep understanding of risk management frameworks applied to payment processing and financial services platforms. You interpret security controls for highly sensitive transactional data while ensuring constant state readiness for third party assessments. Your contributions ensure our systems maintain operational integrity under extreme scrutiny. Success here means creating sustainable governance structures that allow developers to build securely without constant friction.
What we screen for
Control Mapping Proficiency
We look for deep experience mapping technical security controls to specific regulatory frameworks like PCI DSS or SOC 2. Candidates must demonstrate how they translate abstract requirements into concrete developer tasks. You should explain your methodology for gap analysis when existing systems fail audit requirements. We prioritize individuals who can articulate the technical nuances of cryptographic requirements versus logical access management in financial systems.
Audit Evidence Collection
Evidence collection requires meticulous attention to detail regarding server configurations and database access logs. You must prove your process for automating evidence gathering to reduce the manual burden of audit cycles. Discuss how you maintain traceability for all changes made within production environments. Candidates demonstrating experience with automated compliance scanning tools show a high level of technical maturity for this role.
Risk Assessment Strategy
Risk assessment involves evaluating third party vulnerabilities and internal operational threats within a payment platform. We analyze the candidate's ability to rank threats by impact and likelihood rather than just relying on scanner outputs. Candidates need to show how they communicate risk profiles to executive teams and product owners. Red flags include failing to connect security risks to actual business outcomes or revenue.
Bank Partner Coordination
Coordinating with bank partners requires diplomatic technical communication skills during intense compliance reviews. You must manage complex spreadsheets and audit portals while keeping internal engineering teams focused on remediation efforts. Explain how you work through conflicting priorities when a bank requires custom controls that deviate from your standard architecture. Ability to negotiate reasonable compliance timelines is essential for maintaining product release schedules.
Policy Lifecycle Management
Managing security policies involves drafting and updating documentation that aligns with evolving financial regulations. We look for candidates who understand that policies are living documents requiring periodic review based on system architecture changes. Explain your approach to keeping documentation current without stifling engineering agility. Inability to maintain accurate, up-to-date policies often leads to failed audits and significant operational delays in fintech.
Incident Reporting Competency
Report writing for security incidents requires clarity and precision when communicating with regulators or partners. You must demonstrate how you document the root cause and remediation steps following a security event. Candidates should show they can maintain calm under pressure while providing technical accuracy in sensitive communication channels. We look for reports that facilitate learning and prevent future recurrences of similar issues.
Related skills and ecosystems we cover
- AWS
- Azure
- GCP
- Kubernetes
- Terraform
- Linux
- VMware
- Cisco
- Juniper / Arista
- Palo Alto Networks
- Fortinet
- Splunk
- CrowdStrike
- Microsoft Sentinel
- Okta
- CyberArk
- SailPoint
- Wiz
Where we find them
We identify candidates through professional networks of auditors and GRC specialists who transitioned into product security roles. Our sourcing efforts focus on identifying practitioners who have work through full scale PCI DSS recertification cycles for high volume payment platforms. We prioritize those with direct experience working alongside cloud infrastructure teams to bake compliance requirements into deployment pipelines early in the development lifecycle.
We also target professionals in specialized implementation consultancies where client side compliance work is standard practice. These individuals often possess the adaptability to handle varying security maturity levels across different fintech organizations. By looking at practitioners who regularly interface with internal audit functions, we find candidates who understand the specific language and rigor expected by external financial regulators.
The role and the hiring environment
How a GRC Manager, Fintech search runs
Initial discovery focuses on your technical understanding of the security architecture required for modern fintech platforms. We review your experience with specific regulatory frameworks and how you have balanced these against engineering velocity. Our screening call aims to uncover your practical decision making processes rather than theoretical knowledge. We evaluate the candidate's ability to handle conflicting requirements between security and product teams.
Final stage evaluations involve a deep dive into your history with managing audits and partner relationships. We present scenarios based on actual compliance challenges to gauge the candidate's problem solving approach and communication style. Feedback from this stage helps us understand how you handle pressure and technical ambiguity. We conclude by confirming your strategic approach to maintaining long term security compliance culture.
What happens next
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
Questions about this search
When will we see a shortlist?
We agree the search plan after checking your requirements for control mapping proficiency and audit evidence collection, rather than promising a date before the brief is clear. We look for deep experience mapping technical security controls to specific regulatory frameworks like PCI DSS or SOC 2.
What if a candidate gets a counteroffer?
We ask what would make someone leave work involving control mapping proficiency, and what could make them stay. Before you invest in interviews, we discuss whether your offer changes the problem they want to leave, including the responsibility for incident reporting competency.
Should this role be remote or on site?
Experience with control mapping proficiency and audit evidence collection does not settle the location question. Tell us what access and supervision the work needs, including who owns decisions about incident reporting competency, so we approach people who can accept the arrangement.
How will you check fit before we interview?
We look for deep experience mapping technical security controls to specific regulatory frameworks like PCI DSS or SOC 2. Candidates must demonstrate how they translate abstract requirements into concrete developer tasks. Evidence collection requires meticulous attention to detail regarding server configurations and database access logs.
How does the fee work?
No upfront fee. You pay only if you hire. Agree the fee and the responsibilities covering control mapping proficiency and audit evidence collection in the recruiting agreement before the search proceeds.
What if the hire does not work out?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. Make sure the agreed scope includes what you expect of incident reporting competency, rather than leaving that discussion until after the start.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
How a search runs
The Six-Step Search
- 1Search Calibration
A call about the work. You get a written search profile.
- 2Market Mapping
We identify the employer backgrounds that fit. You see where we will look.
- 3Professional Contact Intelligence
We identify individual people, not job board applicants.
- 4Persistent Personalized Outreach
Personal outreach and direct follow-through. You get search updates.
- 5Live Candidate Qualification
A recruiter checks stack, scope and motivation in conversation.
- 6Candidate Intelligence and Process Support
You receive a written brief on every person you meet.
Working with Technology Headhunters
What don't you do in a permanent search?
We do not bill by the hour for permanent search or charge a retainer unless one is agreed. We do not treat reposting your job advertisement as headhunting.