Can you share your origin story and how you got into recruiting for specialized roles in fintech, credit, or lending?

Connie: I never set out to “get into recruiting” in the traditional sense. I was one of the first 50 employees at Signet/Capital One (COF), where I became the go-to recruiter for analyst roles. Later, I expanded into MBA and executive recruiting, all while staying connected to junior talent through campus events. When regulators mandated a centralized credit team at COF, I was tasked with creating and running the Advanced Credit College—overseeing talent accreditation, and rotating top credit professionals across the organization. It was a natural evolution to start my own company because so many of the fintech leaders I work with today were my “babies” back at COF. They know I understand their needs in just a few sentences, especially regarding credit, data science, lending, marketing, or consulting roles.

Cammie: I joined Connie at CTB1 in 2022 after over a decade of recruiting for analytics, creative, and engineering positions. My tech recruiting background perfectly complements Connie’s financial expertise. Together, we created CTB1, a specialized recruiting and consulting firm dedicated to connecting fintech, banks, and lenders with top-tier talent, particularly in credit, risk, and marketing.

What is one unique insight or trend you’re seeing in the industry that others might not be aware of?

A standout trend is the demand for a hybrid Chief Credit Officer/Chief Risk Officer who’s steeped in credit talent but also strong in data science and modeling. We call these “2-in-1” roles or “unicorns.” It’s an evolution of the industry’s need to handle complex credit decisions and regulatory challenges while leveraging analytics for real-time insights. Because of our combined experience in both credit and tech, CTB1 can find these dual-skilled professionals quickly.

Tell me something you’re noticing that nobody else is seeing.

One area that surprises many founders—particularly those in fintech—is how critical it is to structure hiring correctly, even before securing funding. We see this, especially with Latin American fintechs seeking U.S. talent. Many startups focus on driving money in the door but may not have a fraud prevention strategy. We guide them on cascading their hiring so each role makes strategic sense rather than filling positions haphazardly. Our holistic approach to recruitment ensures the right candidate steps into the right role at the right time—whether in credit, risk, marketing, or emerging technology.

What is one widely held belief about the industry that you strongly disagree with—or at least caution against?

We often hear fintechs say they’re “completely unique,” yet many target similar underserved markets. Different geographies and product nuances exist, but there’s a risk of overspending on what essentially becomes the same offering as everyone else. We caution founders to balance confidence with realism.

Ultimately, we pride ourselves on CTB1’s proven track record. Our clients praise our ability to pinpoint the perfect candidates, whether for junior analyst roles or the C-suite. We exist to help companies thrive in a fast-paced fintech landscape by ensuring they have experienced professionals who can handle the challenges and opportunities of modern finance.

If our readers need help filling a key role, how can CTB1 help?

Our partnership model is straightforward: We only get paid if we fill your role. There are no retainers or upfront costs—just a 20% contingent fee on the candidate’s first-year cash compensation, payable only after they’re hired. We leverage our extensive network and partnerships (like our collaboration with Toaster) to find top-tier talent, and we only take on searches where we’re confident we can add real value.

Curious to learn more? Just email us at [email protected]