Hire better grow faster
Embedded hiring built for startups
A dedicated Valmont specialist embedded inside your team — covering every role from compliance and risk through to engineering, commercial, and operations.
The moment every early-stage fintech hits
You have closed a funding round. The board wants headcount. The three conventional options all create the wrong problems.
Hire a Head of Talent
Months to ramp. Expensive between rounds. Rarely has the regulated financial markets domain knowledge to assess a BSA officer, a quant developer, or a senior compliance hire.
Use an Agency
Incentive is to fill the role and collect the fee. No domain expertise in the specific intersection of financial regulation, technology, and high-growth culture your brief requires.
Do It Yourself
Your People team of one or two cannot simultaneously source, screen, and close across compliance, technology, and commercial at the pace a post-funding growth phase demands.
Valmont Grow
Every role covered. Every function. Operational in one week.
A specialist Inside your business
Inside your infrastructure
Your ATS, your Slack, your email domain. To candidates and hiring managers they are part of your team — not a vendor managing a ticket.
Every role in scope
Compliance, risk, technology, engineering, commercial, operations, product. Every function your growth phase requires, covered by one specialist who knows your business.
Regulated markets domain knowledge
Your recruiter understands what an OCC examiner looks for, how to assess AML programme experience, and how to qualify a candidate's regulatory credibility — not just their CV.
Weekly hiring dashboard
Pipeline status, interview conversion rates, offer progress, and live compensation benchmarking delivered to your leadership team every week.
Pay for retention, not just placement
A small monthly fee per hire, spread over 9 or 12 months. If the hire leaves within 3 months, payments stop. Your cost is tied to whether the hire actually works out.
Pipeline stays with you
All candidate data, market intelligence, and compensation benchmarking transferred to your team at the end of the engagement. You finish knowing more than you started.
Numbers that tell the story
Average savings
vs traditional agency fees
Hires
across 3 functions in one 6-month engagement
Weeks to complete
74 hires. Ahead of 12-month target
Built for regulated FinTechs at growth stage
1
Post-Seed or Series A close
The board has approved headcount. You need compliance, technology, and commercial hires in the market within weeks — not months after a lengthy agency search.
2
Regulatory deadline pressure
OCC examination, banking licence application, or FinCEN compliance programme build-out. You need specific hires in post before the examiner arrives. Speed is not optional.
3
People team at capacity
Your Head of People is exceptional at culture and onboarding. They cannot simultaneously source a BSA Officer, two engineers, and a Head of Sales. You need specialist capacity.
4
Multi-function hiring in parallel
Compliance, technology, and operations all hiring at once. Multiple agencies create coordination overhead and inconsistent quality. One embedded partner across all functions is faster and cleaner.
5
Between rounds
You want to be ready to move immediately when the next raise closes. A Valmont Grow engagement keeps your pipeline warm without the fixed cost of an internal TA function.
Transparent pricing. No percentage surprises.
One monthly subscription. A small per-hire retention fee that stops if the hire leaves in the first 3 months.
*Retention fee stops at 3 months if hire leaves
Start hiring better
If you have a growth phase ahead, the right time to have this conversation is now. Tell us about your brief. We will come back to you within one business day with an honest view of the market and whether Valmont Grow is the right fit.