A CEO'S Perspective on True Inclusion

Breaking Barriers in FinTech

The FinTech industry is evolving rapidly, but is it truly inclusive? In the latest episode of FinTech’s DEI Discussions, host Nadia sits down with Ugne Buraciene, Group CEO at payabl., to discuss the challenges and opportunities in driving diversity, equity, and inclusion across financial technology. Ugne, an experienced leader with nearly two decades of experience, shares her insights into leadership, the payments industry, and why true inclusion must go beyond surface-level initiatives.

The Evolution of Payments and the Growth of payabl.

Ugne Buraciene has built an impressive career in the payments sector, working her way up through various roles in the industry. Now leading payabl., she describes the company as a comprehensive financial institution with multiple licences across Europe and the UK, serving e-commerce merchants with a one-stop-shop approach to payments. payabl. handles everything from acquiring to payment processing, payouts, banking services, and more, ensuring a seamless experience for its clients.

Reflecting on how she entered the industry, Ugne acknowledges that her journey was not planned. Like many in FinTech, she found herself drawn into the world of payments through a combination of curiosity, opportunity, and hard work. Starting from the technical side, she gradually moved deeper into the payments landscape, gaining a wealth of experience that now informs her leadership approach at payabl.

Her leadership is built on deep technical expertise and a firm belief in the power of transparency. payabl. has not only grown in scale but has also adapted to the ever-changing regulatory landscape in financial technology. Ugne’s experience in navigating complex markets, working across borders, and responding to emerging trends has positioned payabl. as a leader in payment solutions. As regulations evolve across Europe and the UK, payabl. remains ahead of the curve by embedding agility and compliance at the core of its operations.

Leadership and Inclusion: Setting the Standard from the Top

As a leader, Ugne believes that the best way to drive inclusion is by leading through action. Culture, she argues, is shaped from the top, and it is the responsibility of leadership teams to embed inclusivity into the core values of an organisation. At payabl., this means ensuring that hiring decisions are based on talent, potential, and cultural fit rather than meeting quotas.

Ugne highlights a critical issue in many corporate DEI initiatives: forced inclusion policies that lack genuine belief from leadership. While quotas and mandates may seem like quick solutions, they do not create sustainable change unless company leaders truly value diversity and are committed to fostering an inclusive workplace. At payabl., the goal is to build a culture where diversity is second nature—where employees are recognised for their skills and contributions rather than any predefined categories.

She acknowledges that leadership in FinTech extends beyond internal culture and hiring. In a sector that drives global financial progress, diversity in leadership plays a fundamental role in shaping the direction of innovation. The representation of different perspectives fuels creativity, enhances problem-solving, and ultimately leads to better business outcomes. Ugne calls for executives across FinTech to take ownership of DEI efforts and ensure that inclusion is not just a compliance measure but a competitive advantage.

For individuals looking to enter the FinTech sector, particularly those from underrepresented backgrounds, Ugne emphasises the need for curiosity and a willingness to learn. Unlike some industries that have clear educational pathways, FinTech requires on-the-job learning. There is no universal “FinTech school” where one can master everything in advance. Instead, individuals must immerse themselves in the field, gain experience, and find their niche—whether in product development, sales, compliance, or technology.

Her advice to aspiring professionals is simple: start wherever possible, remain open to opportunities, and continuously build knowledge. This approach has been the foundation of her own career, allowing her to navigate various roles and ultimately lead a successful company.

She reflects on her own journey as an example. When she first entered payments, the industry was vastly different, with fewer opportunities for women in leadership positions. Despite this, she persevered, continuously seeking knowledge and embracing every opportunity to expand her expertise. This resilience has been a crucial factor in her success, and she encourages others to adopt the same approach.

FinTech Inclusion Must Be Intentional, Not Performative

One of the key themes throughout the conversation is the importance of authentic inclusion. Ugne argues that companies should not view diversity as a tick-box exercise but rather as a fundamental aspect of their success. True inclusion goes beyond hiring diverse talent—it requires creating an environment where employees feel valued, heard, and empowered to contribute.

She shares her belief that inclusion should be embedded into the DNA of a company, not treated as a separate initiative. Organisations that succeed in fostering inclusive workplaces will see stronger collaboration, innovation, and overall business performance.

FinTech Hiring for Potential, Not Just Experience

FinTech Recruitment is a crucial area where inclusion can be either advanced or hindered. Ugne highlights the common mistake of relying too heavily on traditional CV-based hiring, which often overlooks high-potential candidates who may not have conventional backgrounds. While CVs can provide insight into experience, they do not tell the full story of a candidate’s capabilities, drive, or cultural fit.

Instead, she advocates for a hiring approach that considers a candidate’s willingness to learn, adaptability, and enthusiasm. In FinTech, where industries and technologies evolve rapidly, these qualities are often more valuable than years of experience in a particular role.

This perspective aligns with the work of Harrington Starr, a FinTech recruitment business, which champions inclusive hiring practices and helps companies find top talent in a highly competitive market. The ability to spot potential rather than hiring purely based on experience is a mindset shift that many FinTech companies must embrace to remain competitive.

FinTech Leadership Teams

Leadership plays a defining role in workplace culture, and Ugne believes that inclusion must start at the top. CEOs, executives, and managers set the tone for the entire organisation, and their commitment to diversity will ultimately determine whether a company succeeds in creating an inclusive environment.

She stresses that leadership teams must not only support inclusion but actively demonstrate it. This means championing diverse perspectives, fostering open dialogue, and ensuring that all employees—regardless of background—have opportunities to grow and thrive.

DEI's Future in Tech

Looking ahead, Ugne envisions a FinTech industry where inclusion is the norm rather than the exception. She hopes to see more leaders taking ownership of DEI efforts and embedding them into the fabric of their organisations. Rather than relying on external pressures, companies should proactively build cultures of belonging that attract and retain diverse talent.

She also acknowledges that achieving this vision will require continuous effort. There is no quick fix to workplace inequality, but by prioritising education, mentorship, and fair hiring practices, the industry can take meaningful steps toward greater inclusivity.

The Takeaway: Walking the Talk in DEI

Throughout the conversation, one message remains clear: inclusion in FinTech cannot be an afterthought. Companies that genuinely believe in diversity will integrate it into their hiring practices, leadership strategies, and overall business operations.

At payabl., Ugne Buraciene is leading by example—building a company that not only delivers cutting-edge payment solutions but also fosters a culture of respect, transparency, and inclusion. Her insights serve as a powerful reminder that while progress has been made, there is still work to do.

For FinTech professionals, hiring managers, and industry leaders, the key takeaway is simple: listen, learn, and take action. Inclusion is not just a corporate objective—it is a business imperative that drives success and innovation across the financial technology sector.

This episode of FinTech’s DEI Discussions reflects Harrington Starr’s commitment to fostering a more inclusive FinTech industry, showcasing how diverse hiring strategies drive innovation and long-term success. Ugne Buraciene’s insights into hiring for potential over experience mirror Harrington Starr’s approach to recruitment—helping firms identify top talent by looking beyond traditional CV-based selection. As a leader in FinTech talent acquisition, Harrington Starr understands that true innovation comes from diverse perspectives, and this conversation reinforces the need for businesses to embed inclusivity into their hiring strategies. By championing DEI within FinTech workplaces, both payabl. and Harrington Starr are driving meaningful change, ensuring that companies attract, retain, and nurture a diverse workforce that fuels long-term success.

Ugne’s insights into hiring for potential over experience resonate with our approach to helping FinTech firms attract the best talent. The conversation emphasises that diverse, inclusive hiring is not just about ticking boxes but about driving real business success. As FinTech recruitment experts, Harrington Starr works closely with businesses to source talent beyond conventional CV-based selection, ensuring organisations secure individuals with the skills and mindset to thrive in evolving tech-driven financial markets.

This episode reinforces the growing need for leaders in FinTech, Cloud Engineering, Cyber Security, and Quantitative Finance to integrate DEI principles into their hiring strategies. By doing so, companies will fuel innovation, strengthen workforces, and remain competitive in global financial technology markets.