How ibsettle turned one open role into two hires with TalentHub

The challenge

Before partnering with TalentHub, ibsettle had already been searching for the right person independently for around two months. The team was looking for a Senior Sales Manager with relevant fintech experience and, ideally, an understanding of higher-risk client segments. With several competitors offering similar financial products and targeting the same sales talent, the key challenge was making the opportunity at ibsettle stand out and giving candidates a compelling reason to make a switch.

As the search progressed, TalentHub also gained a clearer picture of the limitations of the available talent pool. Some of the most relevant candidates were already earning above the general salary range, while others were comfortable in their current positions and could not be attracted financially. This meant that focusing only on candidates with direct experience in higher-risk segments would unnecessarily limit the search.

The solution

1. Becoming an extension of the ibsettle team

Throughout the project, TalentHub worked closely with ibsettle as an extension of their team. Regular office visits allowed us to build strong relationships with the hiring manager and HR specialist and experience the working environment first-hand. Weekly check-ins kept both teams aligned, while the partnership quickly developed beyond scheduled meetings, with regular calls and updates whenever input or a quick decision was needed.

2. Understanding the role beyond the description

Spending time with the hiring team gave us a clear picture of ibsettle’s organisational structure, the hiring manager’s expectations, and the level of ownership, freedom and boundaries within the position. Meeting the wider team also helped us understand who the new hire would work with and how they would fit into the business. This allowed us to represent the opportunity authentically and clearly communicate what differentiated it to candidates.

3. Managing the search from end to end

TalentHub managed the full recruitment process, from market mapping and proactive outreach to candidate assessment, interview coordination and offer stages. The initial search focused heavily on candidates combining fintech sales experience with exposure to higher-risk client segments.

4. Adapting the search to the market

Candidate conversations provided continuous insight into the market, including salary expectations, willingness to move, and the availability of professionals with this specific background. After the first week of the search, it became clear that some relevant candidates were outside the available salary range or not sufficiently motivated to change employers; we adapted the search together with ibsettle. Rather than requiring direct higher-risk industry experience, we also assessed whether candidates had the relevant fintech payments foundation, commercial skills and willingness to learn the segment.

Detailed candidate notes and continuous feedback between both teams kept the search aligned and allowed these adjustments to be made without losing sight of the core requirements of the role.

The results

1. Two successful hires

The project ultimately resulted in two successful hires for ibsettle’s sales team, instead of the one planned. Having multiple strong candidates in the final pipeline gave ibsettle the opportunity to expand the team and make an additional hire.

2. First offers made within 40 days

The search launched on March 26, 2026, with the first offers extended by May 5. In less than six weeks, the project moved from defining the search and mapping the market to having multiple candidates reach the offer stage.

3. A partnership that continued beyond the initial search

The close collaboration throughout the project allowed TalentHub to become an extension of ibsettle’s team and build a strong understanding of the business and its hiring needs. Following the initial project, ibsettle continued the partnership with TalentHub on additional roles.