HR Consultant for Fintech Startups — Fractional CHRO

HR for fintech startups, from someone who has run it inside fintechs.

Fintech people problems are specific: you compete for engineers with big tech and for risk and compliance talent with banks, your policies get read by regulators and partner banks, and diligence on a raise or acquisition looks hard at people risk.

Mona Dhillon has led People at three fintech companies: Zest AI (AI credit underwriting, scaled to 250+ employees), Welcome Tech (Series B fintech) and Ubiquity Retirement + Savings (flat-fee 401(k) provider).

What we do for fintech teams

Comp philosophy and bands that hold against bank and big-tech offers, including variable pay and equity refreshes
Leveling for engineering, risk, compliance and go-to-market roles
Policies that stand up to partner-bank and regulator review: background checks, conflicts, confidentiality, AI use
Calibrated performance and promotion cycles
People diligence preparation before a raise or acquisition

Relevant track record (from Mona's resume)

Zest AI: designed comp philosophy and benchmarking for scarce AI/ML talent; built the first succession-planning framework
Welcome Tech: identified and closed a 50% pay-to-market gap through variable comp and an equity refresh
Ubiquity: moved merit and promotion reviews to a biannual calibrated cycle

Frequently asked questions

Do you help with compliance for regulated fintech roles?

We build HR policies and processes with fintech regulatory expectations in mind and work alongside your compliance lead and employment counsel. We are not a law firm and do not give legal advice.

What stage fintechs do you work with?

Seed through Series C, typically 15 to 400 employees.