1. How to Attract & Retain Top
Talent in the Payments Industry
Presented By:
Marc Badalucco, Head of Sales
IMPACT Payments Recruiting

2. KEYS TO SUCCESS IN ATTRACTING & RETAINING TOP TALENT IN THE
PAYMENTS INDUSTRY…what we’ll cover.
 I. Market Intelligence – What
Employees are seeking
 II. How to Recruit Top Talent
 III. So, now you've hired them – NOW,
how do you KEEP Top Talent?

3. What are today’s Employees seeking?
Based on IMPACT Payment’s 2015 Employment Survey
America has a near record 5.6MM job openings –
Payments Industry alone will add more than 700k jobs by 2020!
1. 63% Compensation
2. 43% Non-Monetary Benefits (e.g. PTO, Flex work hours, Stocked Kitchens, On-site
Daycare, Community Outreach)
3. 35% Leadership
4. 20% Growth (personal & professional)

4. COMPENSATION
 BE IN THE KNOW! It’s important for hiring managers, HR, and recruiting partners to know the
current market, and how cost of living could potentially differ if needing to relocate.
 Not surprisingly, top talent wants to get paid for their work. This doesn’t always mean paying
top dollar on the front end. Simply put, Employees want to be compensated commensurate
to their work and there are multiple factors to meet those expectations, such as:
 Salary – base on expertise, not gender or age
 Uncapped commissions
 Bonuses – based on company and personal metrics
 Equity – RSU’s, Options

5. Cost of Living in USA

6. Non-Monetary Benefits
 Unlimited/Flexible PTO
 Work remote options
 On-site Daycares
 Flexible spending program
 Company Swag
 Company discounts
 Casual dress code
 Flexible working hours
 Autonomy
 Professional Development/Culture
 Stocked kitchens
 Community Outreach
 Incentives (e.g. trips, outings, etc.)

7. Leadership
 YOU, the BOSS, ultimately hold the key
to success for attracting AND retaining
anyone you hire.
 Cut the “red tape” – Employees trust
and respect leaders who are open and
allow their employees to offer
feedback.
 Make your expectations clear!
 Roll up your sleeves and find ways to
succeed together!
 Create a solution-oriented culture.
Open door policy is good, but if
leadership isn’t conveying this type of
culture, it can be perceived the wrong
way.
 Reward accomplishments – large and
small.

8. Growth
PERSONAL:
• Paid college tuition
• Consistently being challenged
• Always learning and expanding skills
– through
PROFESSIONAL:
 Mentorship Programs
 Constant coaching and development
through feedback of Leaders and
colleagues.
 Vivid understanding on where one
can go within company from current
role.

9. RECRUITING TOP TALENT
We’ve gone over what Employees are seeking…now what?

10. PLAN, PLAN, PLAN!
 Most critical step most commonly overlooked is
clearly defining roles with everyone involved in
the recruitment and interview process.
 Understand your value proposition – you’re
being interviewed by the candidate as much as
you’re interviewing them.
 Create a detailed, and catchy Job Description
followed by conducting a thorough job intake –
regardless if you’re using internal or external
recruiters
 Know the quality of your marketing campaigns
and which sources you plan to use to attract
candidates.

11. RECRUITMENT/HIRING PROCESS
 Use OWN NETWORK first and foremost. This will lead to the best talent you know
and trust.
 Look to hire motivated employees – it’s the most important thing you cannot
teach. People simply have this or they don’t. If planning to use an Internal
recruitment team and want to find the best, make sure you take time to train them
on the role, and industry.
 Tips (if using internal help):
 Explain what you are seeking - show sample profiles
 Make sure they know who your competitors are
 Understanding of what your products/solutions offer and why they are competitive
in today’s market.
 Questions to ask/metrics to use to help vet out candidates who are blowing smoke
during screenings.

12. RECRUITMENT/HIRING CONT…
 Only engage a third party recruitment firm IF you’ve exhausted your own network,
are on a deadline, or need industry expertise your internal employees simply
cannot offer.
 Make sure to perform due diligence on third party firms and make sure they ask to
go over a thorough job intake.
 Don’t engage in multiple contingency firms. Rather find a true partner who
intimately understands your business and the roles you need to fill. A third party
firm is ultimately an extension of your brand. Choose wisely!

13. Retaining Top Talent
Keeping Employees Happy for the Long Term

14. RETAINING TALENT
 Replacing employees is EXPENSIVE. It can cost an employer 6-9 months’ salary to
replace someone making $40-60K…Executives earning over $100k can cost up to
213-250% of their salary...just to find someone else! Lose expertise, productivity,
money on advertisements, recruiting fees, on-boarding, training, lost engagement
(e.g. other employees who see high turnover tend to disengage and lose
productivity), and overall cultural impact.
 Don’t assume your Employees are happy – create a high feedback environment
 Make sure to acknowledge all accomplishments 1-on-1 and to the team/company
 Create a fun, inviting culture. We spend more time at work than home. If you’re not
having fun and love what you’re doing, why are you doing it?
 Implement ideas you receive from the team in a timely manner.
 Conduct exit interviews. Let’s face it, no one is perfect – but everyone can always
improve. Find out what’s led to some turnover so you can implement a solution
proactively to increase retention.

15. Marc Badalucco, Head of Sales & Business Development
480.307.9010 (w)|480.586.6142 (m) | marcb@go-impact.com