Your Miami fintech recruitment specialists
Nexus IT Group recruits fintech professionals for Miami employers: trading and market-data engineers, quantitative developers, payments and compliance engineers, platform and security 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 make Miami a trading and investment hub before anything else, from Citadel and Citadel Securities at 830 Brickell Plaza to Millennium Management and Starwood Capital Group in Brickell and Miami Beach, Elliott Investment Management in West Palm Beach and the banks headquartered in Coral Gables, Miami Lakes and Doral.
Our Miami candidate network has been built over years of searches for trading firms, banks, payment companies and insurers across the metro, out through Fort Lauderdale and West Palm Beach to the crypto and lending platforms beyond. 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 trading, payments or lending 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 Miami 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 Miami hires fintech talent
Four sectors carry most of the demand, and trading and investment firms dominate the others, because the hedge funds and market makers that relocated to Brickell run the largest engineering organisations in the metro.
Trading and investment firms
The hedge funds and market makers that moved their headquarters to Brickell and West Palm Beach over the past six years, with Millennium Management alone managing $92 billion in assets as of July 2026.
- Citadel
- Citadel Securities
- Millennium Management
- Starwood Capital Group
- Elliott Investment Management
Banking
The community and private banks headquartered across Miami-Dade and Broward, with City National Bank of Florida carrying more than $26 billion in assets across 30 branches from Miami-Dade to Orlando.
- Amerant Bank
- BankUnited
- City National Bank of Florida
- US Century Bank
- OptimumBank Holdings
Payments and lending technology
Remittance, crypto payments and home-lending technology run from Miami, with homebuilder Lennar running Lennar Mortgage, Lennar Title and Lennar Insurance out of its Miami-Dade headquarters, a 200,000-square-foot building it bought in 2023.
- International Money Express
- MoonPay
- Lennar Mortgage
Insurance and loan-servicing technology
Property-insurance underwriting, mortgage servicing and healthcare-claims recovery technology based in Miami-Dade and Broward, with the mortgage servicer Onity Group rebranding from Ocwen Financial on 10 June 2024.
- Onity Group
- Universal Insurance Holdings
- MSP Recovery
What fintech roles pay in Miami
| Role | Low | Median | High | Source |
|---|---|---|---|---|
| Machine Learning Engineer (total compensation) | $125,000 | $145,000 | $265,000 | Levels.fyi, Sept 2026 |
| Crypto Engineer (total compensation) | $110,000 | $140,000 | $220,000 | Levels.fyi, Sept 2026 |
| Market Risk Analyst | $92,700 | $111,900 | $132,600 | Robert Half 2026 Salary Guide |
| Credit Risk Analyst | $90,200 | $110,000 | $129,200 | Robert Half 2026 Salary Guide |
| Compliance Analyst | $87,700 | $111,100 | $125,700 | Robert Half 2026 Salary Guide |
| Fraud Investigator | $71,500 | $88,600 | $104,800 | Robert Half 2026 Salary Guide |
Figures are for the Miami metro in 2026. The Levels.fyi rows are self-reported total compensation including bonus and equity, shown as the 25th percentile, median and 75th percentile; the Robert Half rows are 2026 Salary Guide starting salary bands by experience level, shown as the band for a candidate new to the role, one with moderate experience and one with extensive experience. Treat these as ranges, not a benchmark to offer against.
What shapes a Miami fintech search right now
Stablecoin licensing lands in January
Treasury published a proposed rule implementing section 3 of the GENIUS Act on 18 August 2026, with comments due by 19 October 2026, and the law's own licensing requirements for payment stablecoin issuers take effect on 18 January 2027. MoonPay runs one of its eight offices from Miami, alongside London, New York and Toronto. Compliance, custody and payments engineering roles tied to stablecoin issuance in Miami are being staffed against those dates now.
Big tech and trading pay set the ceiling
The median Miami software engineer reports $140,000 in total compensation, with the 25th percentile at $102,000 and the 75th at $197,500, while the highest-paying employers in the local sample are Google at $182,500, American Express at $166,000 and UKG at $120,000. A crypto engineer here carries a median package of $140,000 and a machine learning engineer $145,000. A trading firm or bank hiring a senior engineer in Miami is competing against both figures at once, so the brief has to lead with comp and scope together.
Citadel moved its headquarters to Brickell
Citadel announced its move from Chicago to Miami in June 2022 and now runs from 830 Brickell Plaza, a 55 storey tower in the Brickell financial district where Citadel and Citadel Securities are anchor tenants. Citadel Securities employs 1,900 people across 15 offices worldwide and works from the same Miami base. Trading, market data and platform engineering searches in Brickell now compete against firms hiring locally rather than relocating candidates from New York or Chicago.
Attendance rules split the candidate pool
Citadel and Citadel Securities both list themselves as onsite workplaces from their Miami headquarters, built around a trading floor that expects employees at their desks. MoonPay's Miami office, one of eight worldwide, carries a listed typical time on-site of none. A search has to be scoped to the employer's own attendance rule, because the trading-floor and remote-crypto candidate pools in Miami barely overlap.
Searches we have completed for Miami employers
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.
MarTech Consultant
A leading data analytics partner powered by mind+machine, that helps clients get the most out of their core processes. Due to client demand our client was seeking a Digital Martech specialist with experience in adobe sutie analytics( Adobe analytics, Launch, Audience Manager, AEP, Adobe target), web analytics, and marketing analytics. Because of our previous expertise in the Digita Marketing space we were able to quickly cold call and put an outreach campaign together that allowed us to get in front of 451 candidates. We picked our top 4 candidates and were able to get an offer to 1 candidate within a one and a half weeks.
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 quicly 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.
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.
CTO
Our client is an established company selling via retail channels and business-to-business-oriented delivery operations. It was a key position responsible for overseeing digital print operations, and it was especially challenging since the previous GM had given two weeks’ notice unexpectedly. Our team presented five top-notch candidates with exceptional experience in planning, directing, coordinating operations and change management within the first week.
Cloud Security Architect
A large financial services and wealth management firm tasked our cloud recruiters to assist them in finding a VP level Cloud Security Architect. This person was hired to define data security, help define Azure cloud strategy, and set standards based on insuranced regulations. Our cloud recruiters quickly sourced 249 candidates for this role and narrowed the candidate pool to our top 15. The cloud recruiting team ended up submitting 6 candidates, giving our client several options to choose from.
Network Security Engineer
A national milk marketing firm in the United States markets members’ raw milk and sells milk and derivative products to wholesale buyers both domestically and abroad. After trying to recruit for this client for 8 years they finally gave us a chance when they needed to grow their cybersecurity and network engineer team. They tasked us with finding and hiring 5 Network Security Engineers. Our cybersecurity recruiters sourced 656 network security candidates. Out of the 656 we ending up submitting 17 candidates and the client hired 5 candidates from us. Since then our relationship has expanded into several other skillsets to supplement their growing tech team.
Sr Software Architect
A leading wholesale provider of reinsurance, insurance and other insurance-based forms of risk transfer asked nexus IT group to find a Sr Software Architect to supplement their growing product suite. Our software development recruiters quickly sourced 256 candidates with expereince Java, Azure, and software architecture. The client interviewed 4 of the 7 candidates submitted and ended up hiring 1 individual.
Four ways to staff a Miami fintech team from a retained CTO search to contract build capacity
Executive Search (Retained)
We run retained searches for fintech leadership in Miami, including CTO, VP of Engineering, Head of Platform and the risk and compliance technology leaders that regulated products require. Investors frequently sit in on these processes, whether the company is a trading firm in Brickell or a bank technology team in Coral Gables, 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 Miami are courted heavily and rarely answer adverts, so our recruiters work outbound into trading, banking, payments and crypto 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
Regulatory deadlines, buildouts and relocations arrive with dates attached and often need capacity rather than headcount, as the GENIUS Act's stablecoin licensing requirement taking effect on 18 January 2027 shows. 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
A Miami 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 Miami 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 Miami
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 Miami 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 trading firms and asset managers in Brickell and West Palm Beach, the community and private banks in Coral Gables, Miami Lakes and Doral, the payments and lending technology companies and the insurance and loan-servicing companies spread across Miami-Dade and Broward. 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 Miami 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 quantitative developer or CTO search takes longer. Current Miami 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 buildouts, regulatory remediation and licensing work at Miami's trading firms, banks and payments 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 Miami specifically is guessing at the market.