Paysera – High-Volume European Tech Recruitment for a Modern Lithuanian Bank

tpotanski

Last updated on June 26, 2025 | 17 min read

Introduction

Paysera has established itself as a leader in digital financial services across Europe. Renowned for its innovative payment solutions and dedication to seamless user experiences, Paysera operates within the strict rules of a highly regulated industry, where precision, security, and technical excellence are paramount. To keep pushing boundaries and grow its footprint, the company needed a reliable tech team to execute its strategic initiatives.

However, Paysera faced significant challenges throughout the hiring process, from finding engineers who met their stringent standards to navigating complex regulations and managing the operational demands of recruitment. That’s when Paysera turned to DevsData LLC. Over a continuous three-year collaboration, DevsData LLC tapped into diverse talent pools across Europe, becoming a trusted ally in Paysera’s journey to scale successfully.

Project summary

“Over three years, DevsData LLC consistently delivered high-caliber candidates aligned with Paysera’s evolving hiring needs, enabling the company to scale effectively across Europe.”

The goal was to hire senior-level professionals for key roles, including Senior Software Developers (Backend, Frontend, Mobile), Senior Quality Assurance Specialists, Senior Project Managers, DevOps Engineers, AI Specialists, and PHP Developers, all of whom matched Paysera’s strict technical and cultural expectations. The firm focused on sourcing candidates from Poland, Bulgaria, Ukraine, and Georgia, leveraging their strong tech ecosystems. Despite challenges such as regulatory hurdles, a fierce talent market, and common recruitment issues like candidate ghosting and skill gaps, DevsData LLC built a diverse, high-caliber team that contributed to Paysera’s market growth and operational success. This achievement earned strong client approval and resulted in high retention rates.

Challenge

Paysera’s mission to redefine digital financial services required a robust technology team capable of navigating the complexities of a regulated financial environment. It set an exceptionally high bar for candidates, prioritizing deep technical expertise and alignment with its innovative culture. The recruitment process faced several obstacles, including typical challenges inherent in high-volume tech recruitment and those specific to Paysera’s context. Successfully addressing these hurdles was critical to building a team capable of driving Paysera’s ambitious FinTech innovations.

1. Stringent talent standards

Paysera sought candidates with proven expertise in backend development, frontend design, mobile app engineering, quality assurance, and project management, capable of delivering secure, scalable, and user-focused solutions while adhering to strict regulatory standards. Beyond coding skills, candidates needed to meet the rigorous security and performance demands of a modern digital financial institution.

2. Diverse role requirements

As mentioned, Paysera required a wide range of specialized professionals across multiple key roles, including development, project management, quality assurance, DevOps, and AI. Each role demanded niche skills tailored to FinTech, such as proficiency in Java and Python for backend development, expertise in React and Swift for frontend and mobile apps, and deep knowledge of cloud infrastructure tools like AWS and Kubernetes for DevOps. AI specialists were needed for developing advanced fraud detection and personalization algorithms. Filling this diverse set of roles meant sourcing candidates with highly specialized technical expertise and the ability to work effectively in a regulated, fast-paced environment.

3. Regulatory constraints

Operating in the financial sector, Paysera’s hiring process was subject to rigorous compliance requirements, including GDPR and PCI DSS, which required candidates to demonstrate expertise in secure data handling, adding complexity to the screening process. A developer, for instance, might need to show proficiency in encryption protocols to safeguard sensitive customer information, lengthening the evaluation process.

4. Competitive talent market

Europe’s tech talent market is highly competitive, with top engineers often receiving multiple offers from global tech giants. Paysera also prioritized candidates who could thrive in a dynamic and innovative environment, contributing to its mission of delivering seamless financial solutions. Attracting elite candidates was especially challenging because Paysera had to compete with attractive offers from companies like Google and Microsoft, while also making sure candidates fit the company culture.

5. Typical recruitment process challenges

Like many companies hiring in a competitive tech market, Paysera also faced common recruitment obstacles that complicated its ambitious hiring goals. Candidate ghosting and dropouts were frequent, particularly among in-demand developers who often entertained multiple offers or disengaged during lengthy interview processes. Skill mismatches were another persistent issue—many applicants lacked the specific technical expertise or FinTech experience required for Paysera’s roles, making resume screening and technical assessments time-intensive.

Additionally, the pressure to hire quickly often clashed with Paysera’s need for thorough candidate evaluations. Delays in hiring risked impacting time-sensitive product initiatives, such as launching new mobile financial features. Candidates also came with evolving expectations, including demands for higher salaries, remote work flexibility, and clearer career progression paths. On top of these, managing recruitment at scale across multiple regions and time zones added layers of logistical complexity, requiring tight coordination and process efficiency to maintain quality while meeting urgent hiring targets.

DevsData LLC’s approach

To meet Paysera’s needs and overcome these challenges, DevsData LLC designed a tailored strategy that combined precision, agility, and a deep understanding of the FinTech industry.

“The approach rested on four core pillars: Comprehensive candidate sourcing, rigorous vetting, close collaboration with Paysera’s leadership, and candidate experience.”

1. Strategic talent sourcing in Europe

DevsData LLC conducted an in-depth analysis of Paysera’s technical requirements, culture, and goals, creating detailed candidate profiles for each role. To attract skilled professionals and address candidate dropouts, the company employed a multi-channel sourcing strategy:

• Targeted regional outreach:

Leveraging an extensive network across Europe, DevsData LLC focused on established and emerging tech hubs known for strong FinTech and engineering talent. By aligning regional strengths with Paysera’s specific needs, the firm accessed diverse talent pools to ensure a steady stream of qualified candidates despite intense market competition. This approach covered backend developers skilled in core programming languages, specialists in QA and testing, innovative AI and mobile engineers, infrastructure experts in DevOps, and creative frontend developers, all contributing to a balanced and capable tech team.

• Specialized platforms:

To address skill mismatches and reach niche experts, DevsData LLC utilized specialized platforms such as Stack Overflow, GitHub, and local job boards, complementing LinkedIn’s advanced search tools. The firm actively engaged with regional tech communities and forums dedicated to QA, DevOps, and FinTech innovation, broadening its reach beyond conventional channels. This targeted sourcing increased the likelihood of discovering candidates with precise technical skills aligned with Paysera’s evolving technology stack and project needs.

• Proactive headhunting:

Recognizing the challenge of candidate ghosting and the scarcity of active job seekers with top-tier skills, DevsData LLC adopted a proactive headhunting approach. The team identified and engaged passive candidates who perfectly matched Paysera’s criteria, presenting compelling reasons to consider the opportunity, such as Paysera’s innovative FinTech mission and growth potential. This personalized outreach ensured a consistent flow of engaged candidates, enabling DevsData LLC to fill critical roles swiftly despite fierce competition from other tech employers. By diversifying sourcing regions and engaging passive candidates through personalized outreach, DevsData LLC effectively expanded the talent pool and maintained ongoing access to top-tier candidates, despite the scarcity of active job seekers.

2. Rigorous screening and assessment

To address skill mismatches and stringent regulatory requirements, DevsData LLC implemented a multi-stage vetting process designed to identify candidates who met Paysera’s high technical, compliance, and cultural standards. Despite the demands of large-scale hiring, DevsData LLC implemented streamlined and scalable assessment workflows, prioritizing key role requirements and automating technical screenings where possible. This approach balanced thoroughness with efficiency, enabling rapid yet reliable candidate evaluations.

• Technical evaluations:

Candidates faced role-specific assessments designed to validate their expertise. Backend developers worked through complex system design problems, such as building scalable payment gateways, while QA specialists created detailed test plans for mobile applications. PHP developers handled scenarios involving payment system optimization, directly reflecting Paysera’s technology needs. Many evaluations were conducted through coding platforms like HackerRank, providing clear and objective insight into candidates’ technical abilities. This process significantly reduced the risk of underqualified hires.

• Regulatory knowledge:

Given the heavily regulated FinTech environment, candidates were carefully screened for compliance with standards like GDPR and PCI DSS. DevsData LLC crafted scenario-based tests focusing on secure data management and encryption protocols to confirm candidates’ familiarity with essential regulations. For instance, developers were required to demonstrate how they would implement strong encryption methods such as AES-256. This thorough regulatory vetting minimized risks and helped confirm that candidates could operate confidently within such a strict framework.

• Cultural alignment:

Behavioral interviews were conducted to evaluate candidates’ fit within Paysera’s agile, innovation-driven culture. These conversations explored adaptability, teamwork, and problem-solving skills under pressure, alongside commitment to customer-centric values. By focusing on cultural compatibility, DevsData LLC helped build resilient teams and reduce turnover, fostering an environment where collaboration and innovation thrive.

• Customized role assessments:

Working closely with Paysera, DevsData LLC designed customized, practical tasks tailored to key roles. For example, DevOps candidates tackled infrastructure optimization assignments simulating high-traffic payment platforms, while QA specialists developed comprehensive test plans. These bespoke tests not only confirmed candidates’ technical proficiency but also demonstrated their readiness to contribute effectively from day one.

While these customized practical tasks added time to the process, DevsData LLC prioritized and streamlined testing based on role urgency and leveraged ongoing feedback from Paysera to accelerate decision-making without compromising quality.

3. Close collaboration with Paysera

To balance the pressure for rapid hiring with the need for quality, DevsData LLC maintained a tight partnership with Paysera’s HR and technical teams, fostering a dynamic feedback loop. The firm provided detailed candidate profiles, including technical assessment results, compliance test outcomes, cultural fit analyses, and personal motivations, empowering Paysera to make informed decisions. Regular check-ins, typically held weekly, ensured alignment with project timelines, such as accelerating hiring for a new mobile app launch. For instance, when Paysera’s feedback indicated a need for stronger frontend skills, DevsData LLC adjusted its sourcing to prioritize React experts. This close partnership allowed DevsData LLC to quickly adjust assessment depth and focus, helping to reduce bottlenecks and meet tight project deadlines.

4. Candidate experience

To reduce dropouts and meet candidate expectations, DevsData LLC prioritized a seamless, engaging experience, tailored to the cultural and professional nuances of candidates. The firm communicated Paysera’s mission, role expectations, and growth opportunities clearly and transparently, which helped foster candidate buy-in. Competitive salary negotiations were handled delicately, balancing candidate demands with Paysera’s budget, while flexible work options, like hybrid models, were highlighted to retain seasoned experts. To maintain engagement post-offer, the firm facilitated virtual onboarding sessions, helping candidates from diverse regions integrate smoothly. This candidate-centric approach minimized ghosting and fostered trust, resulting in high acceptance rates and long-term commitment.

The Results

Over the course of the three-year partnership, DevsData LLC’s structured hiring approach successfully filled a wide range of high-impact roles for Paysera, including:

Business impact

Key outcomes:

• High retention of placed candidates
• Faster project delivery through elite tech placements
• Successful expansion into new markets

DevsData LLC’s recruitment efforts transformed Paysera’s business trajectory. By placing elite talent in critical roles, DevsData LLC accelerated Paysera’s product innovation, supporting the rapid rollout of features such as improved mobile financial tools and secure online payments. This talent infusion also powered Paysera’s expansion into new markets, strengthening its competitive edge in the FinTech sector.

DevsData LLC consistently achieved strong retention rates with Paysera, reflecting the quality and cultural fit of the professionals placed. Paysera’s leadership praised the detailed recruitment process and the caliber of hires, reinforcing DevsData LLC’s status as a trusted partner and sustaining the partnership for 3 years.

If you’re looking to build a top-tier tech team with a recruitment partner experienced in navigating regulated industries, connect with DevsData LLC at general@devsdata.com or visit www.devsdata.com to learn how they can help you find exceptional talent tailored to your needs.

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Tom Potanski Managing Director

Passionate and experienced technology leader. Combining business and technology, helping American clients find exceptional technical talent in Europe and LatAm.

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