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How to Actually Get Hired
Who reads applications, which channel gets a reply, and what they screen for.
Why applying the normal way doesn't work
PINA is <50 people. No recruiter, no HR. Your application goes to a founder juggling everything. Cold outreach is how you actually get seen.
Who to contact at PINA
No verified contact route for PINA yet. Based on size (<50) and sector (Fintech), a founder or department head is likely the decision-maker, but treat this as a model.
What PINA screens for
The hiring bar at this stage (, Fintech): domain expertise and regulatory awareness. Show what you've shipped.
A tailored CV beats a generic one. Use PINA's job description language to clear filters.
Mistakes that kill applications
Generic CVs stand out at a <50-person company — and not in a good way. Fastest path to rejection.
Don't open with what you want. Open with what PINA is dealing with right now — is growing fast after their null round, and what you'd do about it.
The wait-and-hope strategy fails. Follow up on day five — response rates roughly double.
Frequently asked questions
How do I apply to PINA?
Through the roles on our PINA jobs page, or directly to a founder or department head if you can reach them. At <50 people, direct outreach outperforms the form.
Does PINA respond to cold emails?
Response rate data for PINA not yet confirmed.
Who is the hiring manager at PINA?
At this size, hiring is usually run by a founder or department head.
How competitive is it to get hired at PINA?
Expect 50-100 applicants in the first two weeks for Fintech roles at this size. Apply within 72 hours for best odds.
Have your application sent for you
We find roles at companies like PINA within 48 hours of them appearing, build a CV tailored to the posting, and send it while you're still applicant number ten.
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