Why Representation Matters in FinTech

Access with Dignity: Redefining Inclusion in Global FinTech

In a world where the term "inclusion" is often reduced to statistics or surface-level initiatives, FinTech’s DEI Discussions continues to carve out space for honest and transformational conversations. In this powerful episode, host Nadia sits down with Amanda Mocellin, COO at Traderoot International, to discuss how financial technology must go further than simply offering access; it must deliver access with dignity.

With decades of experience spanning engineering, artificial intelligence, and commercial leadership in major tech firms, Amanda brings a nuanced perspective on how inclusion, accessibility, and local relevance can become not only the ethical backbone of financial services but also its competitive advantage. For Harrington Starr, a FinTech recruitment firm committed to creating better workplaces, these themes are central to building future-ready teams.

This episode moves fluidly between personal reflection and industry insight, offering a holistic look at what true inclusion in FinTech requires, from funding models and infrastructure to recruitment strategies and leadership culture.

From Engineering to FinTech: A Global Career in Business and Technology

Amanda opens the discussion by sharing her professional journey, beginning with her early career in engineering and progressing to a master's degree in artificial intelligence. She went on to lead commercial teams at major global technology companies, including Microsoft, Cisco, and Dell EMC, where her interest in FinTech began to take root.

Today, she serves as Chief Operating Officer at Traderoot International, a FinTech infrastructure company that has been operating for over 20 years. Originally headquartered in South Africa, Traderoot has expanded its reach, and Amanda is now responsible for all business operations, development, and partnerships outside of Africa.

Her role is global in scope, but firmly grounded in community relevance. Traderoot’s mission is clear: to simplify and scale access to payments infrastructure so that banks, enterprises, governments, and FinTech firms around the world can participate meaningfully in the financial system. For Amanda and her team, inclusion is not a campaign; it is core infrastructure.

What Inclusion Means in the Current FinTech Landscape

Nadia asks Amanda a recurring question in the podcast: What does inclusion mean to you, especially right now, in this climate?

Amanda doesn’t hesitate. For her, inclusion means “access with dignity.” It’s not enough to offer basic services or token opportunities; inclusion should be about enabling people, regardless of gender, geography, socioeconomic status, or background, to engage with financial services on their own terms and with self-respect.

She explains that FinTech is a tool with the power to open up economic sustainability for people and communities that have been traditionally excluded. But this can only happen if products are built not just for the people, but with them in mind. Representation matters, especially when designing tools intended to bring financial services to the “far-reaching corners of the world.”

This definition of inclusion resonates strongly with the work Harrington Starr does in FinTech recruitment. Recruiting for diversity is not about checking boxes; it’s about building organisations where people from all walks of life can thrive, lead, and contribute meaningfully.

The Invisible Barriers Still Holding FinTech Back

Although Amanda acknowledges progress in breaking down industry barriers, she’s quick to highlight the persistent challenges that prevent full inclusivity in FinTech.

One such challenge is the requirement of scale and funding. In many cases, entering the financial services market requires either a massive community of users or significant backing from investors, usually to the tune of millions. This inherently excludes start-ups and initiatives that are deeply connected to local or niche communities but lack the resources to scale rapidly.

She also points to the barriers of jargon and compliance, which can deter or overwhelm new entrants. While regulation is crucial, Amanda argues that the way these requirements are communicated and who they are designed for can unintentionally exclude the very innovators the industry claims to support.

At Harrington Starr, these insights speak to a truth we encounter often in our hiring efforts: companies are still failing to support non-traditional talent. Whether it's neurodivergent professionals, those re-entering the workforce, or people from underrepresented backgrounds, many candidates face unnecessary hurdles, not because they lack capability, but because the system isn’t built with them in mind.

Rebalancing Investment: From MVP to Meaningful Differentiation

Amanda offers a sharp critique of how most FinTech start-ups approach investment and product development. Typically, she explains, around 80% of initial funding goes toward building a minimum viable product (MVP). While this might appear efficient on the surface, it often comes at the expense of more important work, namely, building community, understanding users, and designing products that solve real problems.

She challenges the industry to think differently. Rather than chasing fast builds and flashy launches, FinTech firms should focus on the 20% that truly differentiates them in a crowded and highly competitive market. That might mean investing in local research, user testing, or community-building, elements often overlooked in the rush to release.

This perspective holds weight for FinTech recruitment as well. Hiring the right talent requires intentional investment, not just in salaries, but in onboarding, culture, mentorship, and inclusive policies. At Harrington Starr, we consistently advocate for clients to slow down and get it right, rather than rushing into hires that don’t align with their long-term values or diversity goals.

Local Relevance in FinTech Hiring and Product Design

Amanda is a strong advocate for local relevance. Instead of trying to be everything to everyone, she believes FinTech companies should narrow their focus and design solutions tailored to specific communities and contexts. This is where innovation becomes most impactful and where trust is built.

She gives an example of how offering the same product globally, without cultural adaptation, is not only ineffective, but it’s dismissive. Communities have unique needs, and FinTech has the power to address those directly, but only if it listens, learns, and adapts.

This sentiment translates directly into FinTech talent acquisition. Companies that want to build trust and relevance in new markets must recruit professionals who understand those markets, not just in terms of data, but in lived experience. At Harrington Starr, we’ve seen time and again that hiring locally relevant, diverse voices leads to stronger product-market fit and more sustainable growth.

Building Strategic Partnerships to Drive Impact

One of the most compelling ideas Amanda shares is the metaphor of a “herd of unicorns.” She uses this term to describe FinTech ecosystems where pioneering firms not only succeed themselves but also pave the way for others by creating environments that foster innovation and collaboration.

Partnerships, she argues, are no longer optional; they are critical to survival and scale. Whether it’s working with traditional banks, regulators, or emerging tech platforms, Amanda emphasises the importance of shared goals and mutual respect.

At Traderoot, strategic partnerships allow the company to access new markets, enhance credibility, and deliver solutions that might otherwise be out of reach. Amanda sees partnerships as a sign of strength, not dependency, and encourages more FinTech firms to adopt this mindset.

For FinTech recruiters, this means hiring individuals who understand ecosystem thinking, people who see beyond the success of their own company and care about the collective progress of the industry.

Inclusion Starts with Everyday Allyship

Inclusion doesn’t always come from grand initiatives. Sometimes, Amanda reminds us, it begins with the smallest gestures: liking someone’s post, responding to a quieter voice in a meeting, or supporting a colleague who’s trying to make a difference.

She commends Nadia’s work in writing her book and building awareness across the industry. For Amanda, supporting others, especially those from underrepresented backgrounds, is something that can and should be done every single day.

This ties into the candidate experience we aim to deliver at Harrington Starr. In our FinTech recruitment process, we believe in championing candidates who may not always have the loudest CVs or the most conventional backgrounds, but who offer invaluable perspectives, resilience, and passion.

Asking Better Questions in FinTech Workplaces

As the conversation comes to a close, Nadia asks Amanda a final, essential question: What advice would you give others to help drive inclusion and belonging in their workplaces?

Amanda offers a straightforward but deeply effective approach: look around the table, and ask who’s missing. And, perhaps more importantly, ask why they’re not there.

This question applies to hiring, product development, strategy meetings, funding decisions, and every corner of the FinTech ecosystem. Inclusion is not just about checking if there are enough diverse faces in the room. It’s about asking whether those voices are heard, respected, and resourced.

She also emphasises that those building FinTech solutions, especially those working on infrastructure, should be representative of the communities they aim to serve. This is the only way to deliver real, equitable value, rather than perpetuating the same systems of exclusion under a new name.

The Future of Financial Services Is Inclusive by Design

This episode of FinTech’s DEI Discussions offers far more than a surface-level overview of diversity and inclusion. It’s a blueprint for how to build inclusive financial services from the ground up, not as an afterthought, but as the foundation.

For FinTech recruiters, hiring managers, and founders, Amanda Mocellin’s message is clear: if we want to be relevant, impactful, and sustainable, we need to prioritise access, representation, and dignity at every stage.

At Harrington Starr, we take these lessons seriously. Whether you're hiring in London, New York, or beyond, we help FinTech firms build teams that reflect the world we live in, because that’s what drives innovation, resilience, and true growth.