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Case Study:
Hiring a Chief Revenue Officer for a PE-Backed Payments Business

Overview

 

A private equity-backed payments business approached DRC Search to hire a Chief Revenue Officer (CRO) to lead its next phase of growth.

 

The business operated across the UK, Europe, and the US, with a complex go-to-market spanning direct sales, partnerships, and embedded finance solutions. Backed by institutional capital, the expectation was clear: build a scalable revenue engine capable of delivering sustained, high-quality growth.

 

This was a critical hire. The wrong appointment would slow momentum. The right one would materially change the trajectory of the business

The Challenge

The brief was not straightforward.

 

The client needed a CRO who could:

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  • Operate in a regulated payments environment

  • Understand embedded finance and card issuing

  • Lead both direct and partner-led revenue channels

  • Build structure across a previously fragmented commercial function

  • Engage at board level with investors and senior stakeholders

 

On top of that, the market for proven CROs in fintech is highly competitive. Most candidates are either:

 

  • Already in role and difficult to access

  • Misaligned in experience (too enterprise, too early-stage, or not payments-specific)

 

The risk was clear: a generic search approach would surface the wrong profiles.

We treated this as a market intelligence-led search, not just a recruitment exercise.

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1. Market Mapping and Calibration

Before going to market, we built a detailed view of:

 

  • Comparable CRO profiles in fintech and payments

  • Compensation benchmarks across the UK and Europe

  • Candidate availability and mobility

  • The realistic “shape” of the ideal hire

 

This allowed us to refine the brief beyond a job description into a clear hiring thesis.

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2. Defining “What Good Looks Like”

Working closely with the CEO, we aligned on the key success profile:

 

  • Experience scaling B2B payments or fintech platforms

  • Proven ability to build revenue functions, not just inherit them

  • Strong product and technical understanding to work closely with engineering

  • Track record of operating in PE-backed or investor-led environments

 

This step removed ambiguity and ensured every candidate was assessed consistently.

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3. Targeted Search Strategy

We conducted a focused search across:

 

  • UK and European fintech scale-ups

  • Payments infrastructure and issuing platforms

  • Embedded finance providers

 

Rather than relying on inbound applicants, we directly engaged senior leaders who were not actively looking but open to the right opportunity.

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4. Structured Assessment Process

Each candidate was evaluated against a consistent framework, including:

 

  • Commercial impact and revenue ownership

  • Experience building and scaling teams

  • Depth of payments and fintech knowledge

  • Leadership style and cultural fit

 

We delivered a data-led longlist and shortlist, allowing the client to make informed decisions quickly.

Our Approach

The Outcome

  • A high-quality shortlist of relevant, credible CRO candidates

  • Strong alignment between client and candidates early in the process

  • Final-stage offer secured with a standout hire

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The chosen candidate brought:

  • Deep experience in payments and fintech

  • A proven ability to scale revenue functions

  • Strong alignment with the company’s product and growth strategy

The Impact

 

The hire positioned the business to:

 

  • Build a more structured and scalable commercial function

  • Improve alignment between product, sales, and partnerships

  • Accelerate growth across multiple markets

 

Importantly, the process also gave the leadership team a clear view of the talent market, helping inform future hiring decisions.

 

Why This Matters

 

Hiring a CRO in a PE-backed SaaS or fintech business is not just about filling a role.

 

It is about:

 

  • Defining the right growth strategy

  • Understanding the talent market properly

  • Making a decision that will impact valuation

 

This is where most processes fall short.

 

How DRC Search Adds Value

 

We do not run generic recruitment processes.

 

We:

 

  • Bring market intelligence before search begins

  • Define clear success profiles aligned to business goals

  • Access hard-to-reach, high-quality candidates

  • Deliver structured, data-led hiring decisions

 

Looking to Hire a CRO or CTO?

 

If you are a PE-backed SaaS or fintech business planning a senior leadership hire, we can help you:

 

  • Understand the market before committing

  • Define the right role and profile

  • Deliver a shortlist of credible, relevant candidates

 

Get in touch to discuss your hiring plans.

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