From IT management to fintech search
I started my career in project management at an IT company — running delivery, coordinating teams and eventually taking on hiring and people management responsibilities. That experience gave me something most recruiters do not have: a clear understanding of how engineering teams actually work, what good hiring looks like from a manager's perspective, and what it costs a business when a hire goes wrong.
In 2021, I moved fully into recruitment. In 2023, I took on a contractor role sourcing IT specialists for a core banking software company. That engagement changed how I think about fintech hiring — working inside a company that builds the infrastructure financial institutions run on gave me deep exposure to the technical and regulatory requirements of the sector.
Since then, I have focused exclusively on fintech and web3 recruitment in Lithuania and the Baltics. This is not a general IT recruiter who occasionally fills a compliance role. It is the only thing I do.
How I work — and what I will not do
I take personal responsibility for every search. Not a team, not a junior researcher — me. That means the quality of the process does not depend on who gets assigned to your role that week.
No filler candidates
I will not send you a candidate I do not believe in. If I have three strong profiles to show, you see three. If I only have one at a given point in a search, I tell you that and explain why — rather than padding the shortlist with people who will not make it past the first interview. This means sometimes a search takes longer than a volume recruiter would claim. It also means your time is not wasted.
Depth over breadth
I cover a narrow market — fintech and web3 in Lithuania and the Baltics. This deliberate focus means I know the talent pool, the salary benchmarks, the companies, and the people. When I tell you a candidate is strong, it is because I have the market context to make that judgement — not because they interviewed well on the phone.
Direct communication
You work with me directly throughout the engagement. No handoffs to account managers once the contract is signed. If a search is taking longer than expected, or the market is not what either of us expected, I tell you early — with a clear explanation and a revised plan.
AI-augmented search
I use AI tools actively throughout the search process — from market mapping and candidate research to outreach personalisation and pipeline management. More importantly, I have the technical background to build and customise tools rather than waiting for off-the-shelf solutions to catch up.
In practice, this means faster research, higher-quality outreach and better coverage of the market — without adding headcount or overhead. For clients, it means a more thorough search delivered more efficiently.
This is not a marketing claim about "leveraging AI." It is a real operational advantage in a market where most recruiters are still working the same way they did five years ago.
Structured research across the Lithuanian and Baltic fintech and web3 talent landscape. Who is where, who has moved, who is likely open.
Active outreach to passive candidates — people who are not applying to job postings but would consider the right opportunity.
In-depth screening covering technical background, regulatory experience, motivations and cultural fit — not just a CV review.
Current market data on compensation across roles and seniority levels in the Lithuanian fintech and web3 market.
Work with me
If you are hiring in fintech or web3 in Lithuania — or considering it — I am happy to have an initial conversation about the market and your requirements. No commitment, no pitch deck.