Your Atlanta fintech recruitment specialists
Nexus IT Group recruits fintech professionals for Atlanta employers: payment systems and financial software engineers, fraud and compliance engineers, credit risk and data engineers along with the CTOs and heads of engineering who run regulated products. We place contract, contract-to-hire and permanent staff across the sectors that made Georgia into Transaction Alley, from the acquirers and processors on Peachtree Road to the credit data and commerce platforms in Midtown, the exchange business in Sandy Springs and the payment companies out in Alpharetta.
Our Atlanta candidate network has been built over years of searches for processors, lenders, credit data companies and market infrastructure firms across the metro. Every search runs outbound to passive engineers, with three calls before you see anyone and a shortlist within 4 days, the same fintech recruiting process we run for clients nationwide. Candidates are screened on the payment, lending or market systems they have actually shipped, so the first interview is about fit rather than verification.
Companies that staff their fintech roles with Nexus IT Group
Nexus IT Group will quickly staff your open Atlanta fintech roles with high-quality committed candidates
81%
of our successful candidates are submitted within one week
92%
of our candidates will accept your offer
96%
of our candidates are employed with your firm after 12 months
Where Atlanta hires fintech talent
Four sectors carry most of the demand and payments dominates all of them, in a state the Technology Association of Georgia counts as home to more than 260 fintech companies.
Payments and merchant acquiring
Acquirers, processors and payment platforms clustered along Peachtree Road and out in Alpharetta, with Global Payments reporting $3.16 billion of adjusted net revenue for the second quarter of 2026 while it integrates Worldpay.
- Global Payments
- Corpay
- NCR Voyix
- Priority Technology Holdings
- REPAY
Credit data, lending and consumer intelligence
Credit bureaus, card-linked marketing platforms and consumer lenders, with Equifax running its credit data business from 1550 Peachtree Street and carrying 16,742 employees.
- Equifax
- Cardlytics
- Atlanticus Holdings
- Ameris Bancorp
Digital banking and money movement
Self-service banking, cross-border payouts and digital asset custody, with NCR Atleos running its ATM and branch technology business from 864 Spring Street in Midtown.
- NCR Atleos
- Bakkt
- Brightwell
Markets and asset management
Exchange, clearing and asset management technology, with Intercontinental Exchange agreeing on 30 July 2026 to buy MarketAxess and raising roughly $3.71 billion of net proceeds in August to fund it.
- Intercontinental Exchange
- Invesco
- BlackRock
What fintech roles pay in Atlanta
| Role | Low | Median | High | Source |
|---|---|---|---|---|
| Machine Learning Engineer (total compensation) | $171,000 | $205,000 | $235,000 | Levels.fyi, Sept 2026 |
| Compliance Officer | $99,000 | $126,000 | $145,200 | Robert Half 2026 Salary Guide |
| Market Risk Analyst | $92,700 | $111,900 | $132,600 | Robert Half 2026 Salary Guide |
| Credit Risk Analyst | $90,200 | $110,000 | $129,300 | Robert Half 2026 Salary Guide |
| Compliance Analyst | $87,700 | $111,100 | $125,700 | Robert Half 2026 Salary Guide |
| Senior Credit Analyst | $84,200 | $103,700 | $122,700 | Robert Half 2026 Salary Guide |
| Fraud Investigator | $71,500 | $88,600 | $104,800 | Robert Half 2026 Salary Guide |
Figures are for the Atlanta metro in 2026. The Levels.fyi row is self-reported total compensation including bonus and equity, shown as the 25th percentile, median and 75th percentile; the Robert Half rows are the 2026 Salary Guide starting salary bands by experience level, shown as the band for someone new to the role, the band for solid experience and the band for extensive experience and specialist certifications. Treat these as ranges, not a benchmark to offer against.
What shapes an Atlanta fintech search right now
Georgia charters its own acquiring banks
The Georgia Department of Banking and Finance charters merchant acquirer limited purpose banks, a charter created so firms doing merchant acquiring or settlement can reach the payment card networks directly. The same department supervises money transmitters and money service businesses across the state, and it adopted final rules on 16 June 2026 that took effect on 6 July 2026. Licensed activity of that kind puts transaction monitoring, reporting and audit evidence on the same roadmap as product, so an Atlanta search usually has to cover compliance engineering alongside payments engineering.
Big tech pay sets the ceiling
The median Atlanta software engineer reports $150,000 in total compensation, with the 25th percentile at $112,000 and the 75th at $190,000. Amazon averages $253,500 in Atlanta, Google $249,000 and Intuit $241,250, while a machine learning engineer here has a median package of $205,000. A processor, lender or credit data company hiring a senior engineer is bidding against those numbers, so the brief has to lead with scope and product ownership.
Two payment integrations run through 2026
Global Payments told investors on 5 August 2026 that it was making progress on the Worldpay integration in its first full quarter as a pure-play commerce solutions provider, on $3.16 billion of adjusted net revenue. Priority Technology Holdings in Alpharetta bought Convenient Payments on 25 August 2026 for $11.5 million plus up to $3.5 million of earnout payments. Integration work on that scale holds payments, data and risk engineering roles open for months at a time, and much of it is scoped as contract.
Onsite expectations vary by employer
Built In lists NCR Voyix as a remote workplace, Equifax as an onsite workplace whose employees work from physical offices and Cardlytics as hybrid out of its Ponce de Leon Avenue office. An Atlanta commute can mean Alpharetta, Sandy Springs, Buckhead or Midtown, so an onsite rule narrows the pool by geography as much as by preference. A search has to be scoped to the employer's own attendance rule, because those candidate pools barely overlap.
Searches we have completed for Atlanta employers
DevOps Engineers
This fast-growing cybersecurity software firm provides a unique information security offering to clients in both the government and commercial industries. Our client was trying to expand their DevOps engineering team but was running into multiple obstacles in their recruiting process. They kept losing out on candidates to other offers before they could finish interviewing the candidate and were really struggling to find candidates that were truly senior-level DevOps Engineers. With our extensive background in successfully recruiting DevOps Engineers, our client reached out to us once they had exhausted all of their internal recruiting options. We met with the DevOps Engineering Manager to understand the technical environment, the team’s culture and the future growth of the team and company. Within two weeks of receiving the position from our client, they offered a candidate we had recruited to their team and he started a few weeks later as their Sr. DevOps Engineer.
Google Cloud Architect
Our client creates balance between existing investments and cloud-driven innovation with a practical approach that prioritizes results. This particular client tasked our cloud recruiters with a challenging project. Being named Google Cloud Partner of the Year, this recognition required them to increase their Google Cloud Architect and Engineering resources. Google Cloud talent is quite a bit more scarce than AWS and demand more salary, so our cloud recruiters had to get creative with our sourcing strategy. Reach out to learn how we filled 13 Google Cloud professionals for this client.
Sr Full Stack Engineer
One of the world’s leading providers of reinsurance and insurance tasked us with identifying several Full Stack Engineer’s for their growing team. The Full Stack Engineer’s are working on several the key technology initiatives leveraging cutting edge data, cloud and integration technologies. Working within the Technology solution team, they are involved in designing and developing end to end applications. Our software development recruiters vetted 572 candidates and our client hired 8 of the 15 Full Stack Engineers that we submitted.
VP, Head of Data Engineering
A 3 year old startup who is transforming insurance buying by providing a digital insurance engine and world-class underwriting capabilities tasked Nexus IT group to identify, vet, and hire a Head of Data Engineering for the data engineering group. Our data scientist recruiters quickly got on this executive level search. Diversity sourcing and hiring was very important for this client so the team focused on diversity sourcing. We ended up sourcing 176 candidates, submitted six candidates and the client ended up hiring one candidate.
Google Cloud Architect
Our client creates balance between existing investments and cloud-driven innovation with a practical approach that prioritizes results. This particular client tasked our cloud recruiters with a challenging project. Being named Google Cloud Partner of the Year, this recognition required them to increase their Google Cloud Architect and Engineering resources. Google Cloud talent is quite a bit more scarce than AWS and demand more salary, so our cloud recruiters had to get creative with our sourcing strategy. Reach out to learn how we filled 13 Google Cloud professionals for this client.
Data Scientist
A direct-to-consumer beauty, health and wellness incubator that recently launched its sixth brand reached out to nexus IT group to help them hire a Data Scientist for their growing analytics team. The ideal candidate would use their data and analytical skills to help analyze results and develop marketing strategies upon our current subscription and retention offerings. Essentially, this person would build predictive models to support key initiatives such as predictive churn, price elasticity, predictive LTV. Our Data Scientist recruiters screened 252 data professionals. We ended up submitting 5 candidates and received 2 offers.
Sr Full Stack Engineer
One of the world’s leading providers of reinsurance and insurance tasked us with identifying several Full Stack Engineer’s for their growing team. The Full Stack Engineer’s are working on several the key technology initiatives leveraging cutting edge data, cloud and integration technologies. Working within the Technology solution team, they are involved in designing and developing end to end applications. Our software development recruiters vetted 572 candidates and our client hired 8 of the 15 Full Stack Engineers that we submitted.
Software Engineer
A 3 year old startup who is transforming insurance buying by providing a digital insurance engine and world-class underwriting capabilities tasked nexus IT group with hiring a few mid-level Software Engineer. The challenge is that the client wasn’t looking for a developer who just follows orders and writes code, instead, they wanted a developer who would participate in grooming requirements and then follow those requirements to craft solutions of his/her own design. Unfortunatley, their salary range was not competitive with the market so we had to source 1,501 candidates to find someone who doesn’t require sponsorship, willing to work within the salary range, and someone who was a entrepreneural. We ended up filling the role within about 4 weeks of receiving the req.
Four ways to staff an Atlanta fintech team from a retained CTO search to contract build capacity
Executive Search (Retained)
We run retained searches for fintech leadership in Atlanta, including CTO, VP of Engineering, Head of Platform and the risk and compliance technology leaders that regulated products require. Boards and investors frequently sit in on these processes, whether the company is an acquirer on Peachtree Road or a payment platform in Alpharetta, so the shortlist has to survive a board conversation as well as a technical one. Our retained placements hold a 96% candidate retention rate.
Direct Hire
Fintech engineers in Atlanta are courted heavily and rarely answer adverts, so our recruiters work outbound into payments, credit data, lending and market infrastructure depending on what the role actually touches. We deliver a vetted shortlist within 4 days of taking the requirement. One New York asset manager with $5.6BN under management had us screen 287 candidates and submit six inside two weeks, with the hire starting five weeks after kickoff.
Contract Staffing
Integrations and migrations arrive with dates attached and often need capacity rather than headcount, as the Worldpay integration at Global Payments and the Convenient Payments purchase in Alpharetta both show. We serve as both the recruiter and the W2 employer for the contract term, which keeps co-employment risk off your side and gives you a clean way to convert the engineer if the work becomes permanent. Our contract placements hold a 94.3% quality of hire ratio.
Recruitment as a Service
An Atlanta fintech scaling after a funding round is usually hiring across engineering, data and product at the same time, which is where per-placement fees stop making sense. Our Recruitment as a Service subscription handles candidate marketing, sourcing, screening and delivery for the whole plan, leaving your Atlanta engineers the technical assessment. We generate an engaged pipeline for a named fintech role in under 7 days.
What our fintech clients have said about working with Nexus IT Group
The great thing about nexus IT group is that it has a smaller family feel, but they are able to deliver IT candidates better than the largest IT staffing suppliers that we work with. They have delivered high quality cybersecurity professionals for several years to our firm.
I’ve been in Talent Acquisition for 15 years and have used many IT staffing firms over the years. I highly recommend Nick and nexus IT group over any other IT staffing services. nexus’ commitment to quality and delivery is top tier. They take the time to understand your needs, provide thorough screening, and make sure that candidates have a positive on-boarding experience.
Working with nexus IT group has made my job much easier. Having a recruiting firm who specializes in IT and within my industry, and who understands our specific culture and hiring needs has been instrumental in our talent acquisition talent strategy.
Capital One has used nexus IT group’s recruitment services for a number of IT positions at varying levels, over the past 4 years. We’ve had a high success rate working with nexus IT group which is a testament to the caliber of their work and their internal sourcing and vetting practices.
I’ve dealt with a lot of hiring firms in my 18 years in the investment banking profession, and the majority of them have been awful to mediocre at best. Dealing with Nexus IT Group, on the other hand, was a breath of fresh air. After only one one opening, I was blown away by the quality and quantity of resumes I received. Nexus IT Group pays close attention to my demands and requirements. As a result, the individuals who were referred to me were excellent fits for our open positions. I appreciate the personal and professional expertise you offer to the process.
SAIC provides government services to several federal agencies across the US. We needed to recruit several new cybersecurity talent for our growing practice area. Travis quickly understood our business and the requirements of each cybersecurity need. nexus IT group showed patience, flexibility, and expertise in the search process. If you’re looking for good cybersecurity recruiters then you can’t go wrong with nexus IT group.
It is hard to put into words what nexus IT group has done for our organization. nexus IT group knows exactly what we look for and they get the right candidates 99% of the time. Anyone looking to hire tech talent would be lucky to have nexus IT group on their side. They have great work ethic, responsive, and a wide array of market knowledge.
We’ve enlisted the help of a number of IT recruiting firms in the past. Nexus IT Group has contributed to the success of many great hires by working professionally, diligently, and efficiently. We contacted Nexus IT Group after being introduced to them, and we were instantly impressed by their promptness and ability to focus on our needs. We received 3 resumes the same day and 3 more the next day, and we were able to hire four people in less than a week. We added an additional individual through Nexus IT Group a few weeks later as a result of vast network, service and professionalism. I highly recommend working with Nexus IT Group.
Frequently asked questions about fintech recruiting in Atlanta
It starts with a discovery call to define the role, the stack, the regulatory context and the onsite expectation. From there our recruiters run an outbound campaign to passive engineers in the Atlanta market and hold three calls with each candidate before you see them, then deliver a shortlist of two or three. We stay in touch with every placed candidate for two years, and we travel for retained leadership searches.
Mostly the acquirers and payment processors along Peachtree Road, the credit data and card-linked marketing companies in Midtown, the consumer lenders and banks, the exchange and asset management firms in Sandy Springs and Midtown and the self-service banking and money movement companies in Alpharetta. Those are the employers running platforms large enough to need specialist engineers, which is where an outside recruiter earns its fee. We also take searches from smaller Atlanta fintechs hiring their first payments or compliance engineer.
It depends on the role and on how far the compensation sits from the market. A payments engineer or data engineer search typically produces a shortlist within a week, while a machine learning or CTO search takes longer. Current Atlanta salary bands are a reasonable first check on whether a budget is in range, and where we have an active pipeline we can deliver candidates the day the contract is signed.
Both, and the mix follows the work. Contract and contract-to-hire is common for platform migrations, regulatory remediation and integration projects at Atlanta's processors, lenders and credit data companies, while permanent placement and retained search cover the standing engineering and product teams. We are the W2 employer for the length of any contract, so the engineer can be converted later if the work proves ongoing.
Ask how many fintech roles they filled in the last twelve months and what their twelve-month retention is, then ask whether the recruiter on your search has placed the same role before. Our own figures are 96% of placed candidates still employed after twelve months and a 92% offer acceptance rate. A recruiter who cannot answer those questions for Atlanta specifically is guessing at the market.