What are the top recruiting agencies for RegTech companies? Here at Betts, we have created an evidence-backed list to help you choose the right agency partner. The top sales recruiting agencies for regulatory tech companies in 2026 are Betts Recruiting, EC1 Partners, Storm2, Oakstone International, 3Search, Talentfoot, Talvero, Stott and May, Formative Search Partners, and AC Lion. Betts Recruiting ranks #1 (18/20) because it combines GTM specialization, a proven track record in regulatory technology recruiting, a network of 500,000+ pre-vetted GTM candidates, and real-time compensation data built for regulatory tech startups.
Disclosure: Betts Recruiting is one of the agencies listed. Every agency, including Betts, was scored on the same criteria, and the full review data is published below.
What is RegTech?
Regulatory Technology (RegTech) is software that helps companies automate compliance, monitor risk, and report to regulators. Most solutions serve financial institutions. Common uses include anti-money laundering, fraud prevention, capital measurement, and financial reporting. The market now includes roughly 1,000 providers and is expected to grow by up to 14% through 2028.
Why is RegTech Hiring So Hard?
RegTech sellers face some of the most risk-averse buyers in B2B software. Banks paid a record $19.3 billion in regulatory penalties in 2024. Financial institutions can take up to two years to make a RegTech purchase, and they often favor established vendors over newer players.Winning those deals takes a mix of enterprise sales experience, regulatory fluency, and the technical depth to explain AI-driven tools to audit-minded buyers.
Competition for this talent is also rising. Research shows that automating compliance increases demand for compliance-savvy hires rather than reducing it. That puts RegTech companies in direct competition with banks, fintechs, and consultancies for the same people.
What Roles are Covered?
Across the board, RegTech companies pay a premium for sales talent that pairs regulatory fluency with the patience to close long, high-stakes deals. These figures come from Betts Comp Engine, Betts Recruiting’s proprietary compensation data from placements in the past 6 months. This is a snapshot of common sales roles; see more roles, data, and company stages in Comp Engine, free to use.
| Role | Base | OTE | Why It’s In Demand |
| Sales Development Representative (SDR) | $65,000 | $95,000 | Opens doors with compliance and risk leaders who ignore generic outreach. |
| Account Executive (AE) | $110,000 | $220,000 | Ties products to specific regulations. |
| Enterprise Account Executive | $160,000 | $320,000 | Wins long, multi-stakeholder deals at large financial institutions. |
| Sales Engineer (SE) | $155,000 | $220,000 | Explains AI-driven tools to audit-minded buyers. |
| Customer Success Manager (CSM) | $100,000 | $125,000 | Keeps customers current as regulations change. |
| Director of Sales | $195,000 | $390,000 | Builds teams that can forecast multi-year sales cycles. |
RegTech closers can double their base salary through variable pay: AEs, Enterprise AEs, and Directors of Sales all earn OTE at twice their base. Table last updated in November 2026.
How We Ranked:
To compile a list of the top 10 recruiting agencies in regulatory tech, we scored firms out of 20 points across 5 categories:
1. RegTech Recruiting Expertise (0–6 points)
- 6 points: Dedicated + explicit RegTech recruiting practice plus multiple identifiable RegTech clients, placements, or case studies demonstrating sustained and active recruiting activity in the vertical.
- 3 points: Explicitly recruits within a broader FinTech practice, with some verifiable RegTech recruiting activity but limited client/placement evidence
- 1 point: Cites RegTech recruiting activity but little to no verifiable evidence of previous placements
2. GTM Recruiting Specialization (0–4 Points)
- 4 points: Strong specialization across multiple GTM functions, including sales, marketing, customer success, RevOps, and partnerships
- 3 points: Exclusive specialization in one specific GTM function or seniority level, such as sales-only, marketing-only, customer success-only, or executive/GTM leadership recruiting
- 1 point: Recruits GTM roles but primarily operates as a generalist recruiting firm
3. Public Case Studies (0-3)
- 3 points: Strong track record recruiting for venture-backed startups and scaling technology companies
- 2 points: Regularly supports both startups and established technology companies
- 1 point: Primarily serves established or enterprise organizations, with some startup experience
4. Candidate Network and Sourcing (0–4 Points)
- 4 points: Proprietary sourcing technology or talent marketplace with an exclusive, measurable, and pre-vetted talent network
- 2 points: Established recruiter-led sourcing operation without a clearly exclusive or structured candidate network
- 1 point: References an existing candidate network but provides limited information about how candidates are sourced or how the network is structured
5. Market Intelligence (0–3 Points)
- 3 points: Regularly publishes substantive, GTM-specific recruiting insights supported by original research, compensation data, hiring benchmarks, proprietary tools, or other differentiated market intelligence
- 2 points: Regularly publishes substantive GTM recruiting insights, hiring trends, or talent guidance, but relies primarily on expert commentary and observation rather than proprietary data or original research
- 1 point: Publishes infrequent yet substantive GTM recruiting insights, hiring trends, or talent guidance
Data Sources: LinkedIn pages, press announcements, job postings, online reviews, digital marketing materials, and public resources such as case studies, articles, and compensation guides.
Inclusion Criteria: Conducts business in the United States with demonstrated experience placing GTM talent at high-growth sales technology companies.
Tiebreakers: Ties were broken by RegTech Expertise score, then by Client Reviews score. If firms were still tied, the firm with more client reviews on approved platforms ranked higher.
Our Ranking:
| Rank | Company | Score |
| 1 | Betts Recruiting | 18/20 |
| 2 | EC1 Partners | 15/20 |
| 3 | Storm2 | 14/20 |
| 4 | Oakstone International | 14/20 |
| 5 | 3Search | 11/20 |
| 6 | Talentfoot | 10/20 |
| 7 | Talvero | 9/20 |
| 8 | Stott and May | 9/20 |
| 9 | Formative Search Partners | 8/20 |
| 10 | AC Lion | 7/20 |
See our in-depth ranking below:
1. Betts Recruiting (18/20)
| RegTech Recruiting Expertise (0-6) | GTM Recruiting Specialization (0-4) | Public Case Studies (0-3) | Candidate Network & Sourcing (0-4) | Market Intelligence (0-3) |
| 4 | 4 | 3 | 4 | 3 |
Founded in 2009, Betts Recruiting is the top trusted partner for GTM recruiting across technology industries, including fintech and RegTech. Betts helped DataGrail, a data privacy platform that keeps companies compliant with GDPR and CCPA, build its ideal candidate profile and fill crucial roles fast. Its CEO has partnered with Betts on roughly 40 hires across four companies since 2012. Betts also placed eight business development reps and enterprise AEs at FloQast, an accounting workflow automation platform, with a 7:1 interview-to-hire ratio.
Betts also helps international fintechs build North American teams. Upflow, a European accounts receivable startup, used Betts’ RaaS model to place its first North American sales team, hiring an AE in 27 days and saving $83,000. Every search runs on a proven, repeatable process led by consistent recruiters who stay with clients from first hire to full team.
Some differentiated offerings:
- Betts Connect: A proprietary, AI-powered sourcing platform featuring over 500,000 pre-vetted GTM candidates. Hiring managers can filter by quota, deal size, sales cycle, and industries sold to, so RegTech teams can find sellers who have already sold into banks and financial institutions.
- Comp Engine: Recent compensation data by role, location, and industry, based on every placement made in the past six months.
Key Data Points:
- Headquarters: Austin, TX
- Other office locations: New York City, Chicago, San Diego, Los Angeles
- Roles covered: Sales, marketing, customer success, RevOps, partnerships, GTM leadership
- Hiring models: Contingency, executive search, surge recruiting, self-sourcing, RaaS
- Client reviews: G2 4.9 (154 reviews)
- Best for: High-growth RegTech startups, Series A–D, building GTM teams
- Less suited if: Hiring in-house compliance or engineering roles
2. EC1 Partners (15/20)
| RegTech Recruiting Expertise (0-6) | GTM Recruiting Specialization (0-4) | Public Case Studies (0-3) | Candidate Network & Sourcing (0-4) | Market Intelligence (0-3) |
| 6 | 2 | 2 | 2 | 3 |
Founded in London in 2008, EC1 Partners is a fintech-only recruitment firm with a dedicated RegTech practice. Its RegTech clients include Wolters Kluwer, Regnology, DTCC, ThetaRay, Ripjar, and FundApps, and it publishes an annual RegTech salary benchmark.
Its executive search arm, EC1 Executive, recently ran a confidential CRO search that began without a job description and ended with two preferred finalists, each assessed against a structured capability framework. With a focus on roles inside RegTech vendors and a team of 11–50, though, EC1 is less suited to banks hiring in-house compliance staff at volume.
Key Data Points:
- Headquarters: London, UK
- Other office locations: New York City, Singapore, Miami
- Roles covered: Sales, technology, AI, product, marketing, legal/risk/compliance, pre-sales, customer success
- Hiring models: Permanent, contract/interim, executive search
- Client reviews: No profile
- Best for: RegTech vendors hiring across EMEA, the US, and APAC
- Less suited if: Banks hiring in-house compliance teams at volume
3. Storm2 (14/20)
| RegTech Recruiting Expertise (0-6) | GTM Recruiting Specialization (0-4) | Public Case Studies (0-3) | Candidate Network & Sourcing (0-4) | Market Intelligence (0-3) |
| 5 | 2 | 1 | 3 | 3 |
Storm2, part of the Levin recruitment group, is a fintech-only firm with dedicated teams across sectors including RegTech. Its client roster features identity, fraud, and compliance platforms such as Alloy, Trulioo, Sardine, and Worth AI. It reports partnering with 2,819 fintech organizations, 70% of them investor-backed.
Storm2 covers both sides of a RegTech business, from sales and product to risk and compliance leaders like CCOs, and its retained searches average 35 days to fill. With its positioning now centered on US fintech, though, Storm2 is a weaker fit for RegTech companies hiring mainly in EMEA or APAC.
Key Data Points:
- Headquarters: New York, NY
- Other office locations: London
- Roles covered: Sales and marketing, software engineering, product, AI/data, risk and compliance, legal, finance and operations
- Hiring models: Permanent, contingent staffing, retained executive search
- Client reviews: TrustPilot 4.9/5 (206 reviews)
- Best for: Investor-backed US RegTech startups, Seed to Series D
- Less suited if: Hiring primarily outside the US
4. Oakstone International (14/20)
| RegTech Recruiting Expertise (0-6) | GTM Recruiting Specialization (0-4) | Public Case Studies (0-3) | Candidate Network & Sourcing (0-4) | Market Intelligence (0-3) |
| 3 | 4 | 3 | 2 | 2 |
Oakstone International is a SaaS and AI executive search firm that has helped 475+ companies hire leaders and GTM teams. Its RegTech-relevant work centers on Smarsh, a communications compliance platform. Oakstone placed Smarsh’s first specialist services Account Executive in nine weeks, and more recently an Enterprise Account Manager for tier-one banks who had already sold into four of his six target accounts.
Recent case studies also show US leadership appointments for UK and European software firms, including Ultimo’s President, North America. With a GTM-only remit and no fintech practice among its listed verticals, though, Oakstone is less suited to RegTech companies hiring compliance, engineering, or data talent.
Key Data Points:
- Headquarters: Poole, Dorset, UK
- Other office locations: San Francisco
- Roles covered: C-suite, sales, presales, customer success, marketing
- Hiring models: Executive search, fractional leadership
- Client reviews: TrustPilot 4.9/5 (135 reviews)
- Best for: RegTech vendors hiring enterprise sellers and US leaders
- Less suited if: Hiring compliance, engineering, or other non-GTM roles
5. 3Search (11/20)
| RegTech Recruiting Expertise (0-6) | GTM Recruiting Specialization (0-4) | Public Case Studies (0-3) | Candidate Network & Sourcing (0-4) | Market Intelligence (0-3) |
| 1 | 4 | 2 | 2 | 2 |
Founded in 2014, 3Search is a GTM recruiting firm whose fintech practice has worked with Volante, Bottomline, and Enfusion. Its dedicated bids and proposals desk is useful for RegTech vendors that win bank business through RFPs. With no RegTech or compliance practice, though, 3Search is better suited to commercial hires than to specialist RegTech roles.
Key Data Points:
- Headquarters: London, UK
- Other office locations: New York City, Manchester, Austin
- Roles covered: Sales, marketing, digital, product, RevOps, bids and proposals
- Hiring models: Permanent, team builds, interim, executive search
- Client reviews: TrustPilot 4.9/5 (176 reviews)
- Best for: RegTech vendors scaling sales, marketing, and bid teams
- Less suited if: Hiring technical, risk, or compliance roles
6. Talentfoot (10/20)
| RegTech Recruiting Expertise (0-6) | GTM Recruiting Specialization (0-4) | Public Case Studies (0-3) | Candidate Network & Sourcing (0-4) | Market Intelligence (0-3) |
| 3 | 2 | 1 | 2 | 2 |
Talentfoot is an executive search firm whose fintech practice covers RegTech, with clients including AML platform Kinectify. With no compliance or risk function among its practices, though, it’s better suited to commercial and finance leadership than to specialized RegTech roles.
Key Data Points:
- Headquarters: Chicago, IL
- Other office locations: Atlanta, Scottsdale, New York City, Denver, Jacksonville, Charlotte, Seattle, Dallas
- Roles covered: Sales, marketing, product, data, operations, finance, technology leadership
- Hiring models: Executive search, interim, fractional
- Client reviews: No profile
- Best for: US RegTech scale-ups hiring VP and C-suite talent after funding
- Less suited if: Hiring compliance, risk, or individual contributor roles
7. Talvero (9/20)
| RegTech Recruiting Expertise (0-6) | GTM Recruiting Specialization (0-4) | Public Case Studies (0-3) | Candidate Network & Sourcing (0-4) | Market Intelligence (0-3) |
| 1 | 2 | 1 | 2 | 3 |
Formerly IMPACT Payments Recruiting, Talvero has specialized in payments and fintech since 2000, with dedicated loss prevention and compliance desks that suit fraud and AML hiring. With no engineering or technology desk, though, it’s less suited to RegTech platforms hiring technical talent.
Key Data Points:
- Headquarters: Dallas, TX
- Other office locations: None listed
- Roles covered: Operations, loss prevention, compliance and legal, sales, GTM, product, finance
- Hiring models: Retained, contingent, RPO
- Client reviews: No profile
- Best for: Payments-adjacent RegTech and fraud/AML companies
- Less suited if: Hiring engineering or data roles
8. Stott and May (9/20)
| RegTech Recruiting Expertise (0-6) | GTM Recruiting Specialization (0-4) | Public Case Studies (0-3) | Candidate Network & Sourcing (0-4) | Market Intelligence (0-3) |
| 1 | 1 | 2 | 2 | 3 |
Stott and May recruits across software engineering, AI/ML, cybersecurity, and technology sales, and counts CUBE, a regulatory intelligence platform, among its clients. Its contract and SOW teams can also resource priority projects, including regulatory change work. With no fintech or RegTech practice, though, it’s a better fit for technical team builds than for compliance hires.
Key Data Points:
- Headquarters: London, UK
- Other office locations: New York City, Reading, Culver City, Carlow
- Roles covered: Software engineering, AI/ML, cybersecurity, Salesforce, technology sales
- Hiring models: Permanent, contract, SOW/project solutions
- Client reviews: No profile
- Best for: RegTech vendors scaling engineering and AI teams
- Less suited if: Hiring compliance or regulatory specialists
9. Formative Search Partners (8/20)
| RegTech Recruiting Expertise (0-6) | GTM Recruiting Specialization (0-4) | Public Case Studies (0-3) | Candidate Network & Sourcing (0-4) | Market Intelligence(0-3) |
| 1 | 3 | 1 | 2 | 1 |
Formerly CloserIQ, Formative Search Partners is a retained executive search firm for AI-native GTM and engineering leaders, with clients including Brightflag and Flex. With a retained-only model and no fintech or RegTech practice, though, it’s less suited to companies needing compliance talent or flexible hiring models.
Key Data Points:
- Headquarters: New York, NY
- Other office locations: None Listed
- Roles covered: GTM and engineering leadership
- Hiring models: Retained executive search
- Client reviews: G2 4.9/5 (19 reviews)
- Best for: Early-stage RegTech founders making their first GTM leadership hires
- Less suited if: Contingency or high-volume hiring
10. AC Lion (7/20)
| RegTech Recruiting Expertise (0-6) | GTM Recruiting Specialization (0-4) | Public Case Studies (0-3) | Candidate Network & Sourcing (0-4) | Market Intelligence (0-3) |
| 0 | 2 | 1 | 2 | 2 |
Founded in 1997, AC Lion places growth leaders across digital media, martech, SaaS, and e-commerce, and runs a US market entry program for international companies. With no fintech or compliance practice, though, it’s a better fit for digital and consumer companies than for RegTech vendors.
Key Data Points:
- Headquarters: New York, NY
- Other office locations: Berkeley, CA
- Roles covered: Leadership, sales, marketing, product, design/UX, data
- Hiring models: Executive search, contract, fractional and interim
- Client reviews: No profile
- Best for: International companies entering the US market
- Less suited if: RegTech companies needing regulatory domain expertise
Recap:
| RegTech Recruiting Expertise | GTM Recruiting Specialization | Public Case Studies | Candidate Network & Sourcing | Market Intelligence | Total | |
| Betts Recruiting | 4 | 4 | 3 | 4 | 3 | 18 |
| EC1 Partners | 6 | 2 | 2 | 2 | 3 | 15 |
| Storm2 | 5 | 2 | 1 | 3 | 3 | 14 |
| Oakstone International | 3 | 4 | 3 | 2 | 2 | 14 |
| 3Search | 1 | 4 | 2 | 2 | 2 | 11 |
| Talentfoot | 3 | 2 | 1 | 2 | 2 | 10 |
| Talvero | 1 | 2 | 1 | 2 | 3 | 9 |
| Stott and May | 1 | 1 | 2 | 2 | 3 | 9 |
| Formative Search Partners | 1 | 3 | 1 | 2 | 1 | 8 |
| AC Lion | 0 | 2 | 1 | 2 | 2 | 7 |
What is the Best RegTech Recruiting Agency By Need?
Here are some of our quick picks for the most common RegTech hiring needs:
- Best for high-volume SDR and AE hiring: Betts Recruiting, with 500,000+ pre-vetted candidates on Betts Connect.
- Best for US market entry: Betts Recruiting, which built Upflow’s first North American sales team.
- Best for a first GTM leader: Formative Search Partners, a retained search firm for early-stage founders.
- Best for RegTech executive search: EC1 Partners, with a dedicated RegTech practice.
- Best for enterprise sellers into banks: Oakstone International, proven through its Smarsh searches.
- Best for GTM and compliance hires from one partner: Storm2.
- Best for fraud and AML hiring: Talvero.
Why Should You Partner With Betts?
Betts has a proven track record of successful and efficient hires in the regulatory technology industry. With over 10,000 tech companies partnered, Betts offers specialized expert recruiting services. From compliance platforms like DataGrail to fintech scale-ups like FloQast and Upflow, Betts builds GTM teams that know how to sell into regulated industries.
Betts boasts a G2 rating of 4.9/5 across 154 reviews. Hiring teams say Betts “presented candidates who were genuinely strong fits rather than just filling the pipeline with volume,” and that “every candidate felt genuinely vetted.” Candidates praise “a human touch that looks beyond the CV,” with prep calls and feedback that helped them “feel confident and well-connected throughout the process.”
Explore our 2026 Compensation Guide and Enterprise Compensation Guide for data-driven insights into GTM compensation and hiring trends. Contact Betts here to receive specialized help with your hiring needs.
Frequently Asked Questions (FAQs)
What is a sales recruiting agency for RegTech companies?
A sales recruiting agency for RegTech finds, screens, and places go-to-market (GTM) professionals at companies that build compliance, risk, and regulatory reporting software. Typical roles range from Sales Development Representatives (SDRs) and Account Executives (AEs) to Sales Engineers, Customer Success Managers, and sales leaders. The best firms know how to evaluate sales talent and understand how financial institutions buy compliance technology.
What’s the difference between a compliance recruiting firm and a GTM recruiting firm?
Compliance recruiting firms mostly place in-house risk and compliance staff at banks and fintechs, such as AML analysts and Chief Compliance Officers. GTM recruiting firms place the people who sell, market, and support a product. A RegTech company building a sales team needs a GTM recruiter, ideally one that knows the compliance buyer. That is why several firms with strong compliance desks score lower on GTM specialization in this list.
Why is selling RegTech software different from other B2B sales?
RegTech buyers are some of the most risk-averse in B2B software. Purchases at financial institutions can take up to two years, involve compliance, risk, IT, legal, and procurement stakeholders, and often favor established vendors over newer players. Sellers need enterprise sales experience, enough regulatory fluency to tie products to specific rules, and the technical depth to explain AI-driven tools to audit-minded buyers.
How much do RegTech sales roles pay?
Based on Betts’ Comp Engine data from recent placements, Account Executives average a $110,000 base and $220,000 OTE. Enterprise Account Executives average a $160,000 base and $320,000 OTE, and Sales Engineers a $155,000 base and $220,000 OTE. SDRs average a $65,000 base and $95,000 OTE, while Directors of Sales average a $195,000 base and $390,000 OTE. Pay varies by location, company stage, and deal size. Comp Engine has current benchmarks by role and location.
What should I look for in a RegTech recruiting agency?
When evaluating agencies, consider:
- Identifiable RegTech clients, placements, or case studies
- Specialization in GTM roles across sales, marketing, customer success, and RevOps
- Experience placing sellers who have sold into banks and other financial institutions
- The size and structure of the firm’s candidate network, and how candidates are vetted
- Published compensation data or hiring research
- Hiring models offered (contingency, retained, RaaS, self-sourcing)
Glossary
Account Executive (AE)
A quota-carrying salesperson who manages deals from qualified opportunity through negotiation and close. Enterprise AEs at RegTech companies typically manage long, multi-stakeholder deals with banks and other financial institutions.
Anti-Money Laundering (AML)
The laws, controls, and processes financial institutions use to detect and prevent criminals from disguising illegally obtained money as legitimate income. AML software is one of the largest RegTech categories.
Contingency Recruiting
A recruiting model in which the agency is paid only after a candidate it presented is hired.
Governance, Risk, and Compliance (GRC)
A framework, and the software that supports it, for managing corporate policies, assessing risk, and meeting regulatory requirements across an organization.
Know Your Customer (KYC)
The process of verifying a customer’s identity and assessing their risk before and during a business relationship. KYC is a core requirement of AML regulations.
On-Target Earnings (OTE)
The total annual compensation a salesperson earns at 100% of quota, combining base salary and variable commission.
Recruitment as a Service (RaaS)
A subscription recruiting model that provides ongoing recruiter support, and often access to sourcing technology, for a recurring fee rather than per-hire fees.
Regulatory Reporting
The required submission of financial, risk, and operational data to regulators. RegTech tools automate data collection and filing to reduce errors and penalties.
Regulatory Technology (RegTech)
Software that helps companies automate compliance, monitor risk, and report to regulators, most often for financial institutions.
Retained Executive Search
A recruiting model in which a firm is paid upfront, usually in installments, to run an exclusive search, most often for senior leadership roles.
Sales Development Representative (SDR)
An early-career salesperson who prospects and qualifies potential customers before passing opportunities to an Account Executive. At RegTech companies, SDRs often target compliance and risk leaders.
Sales Engineer (SE)
A technical sales professional who supports Account Executives by running product demos, answering technical questions, and explaining how a product fits a buyer’s compliance workflows and existing systems.
Contact Betts to find top sales talent for your growing RegTech company.
Written by: The Betts Team
Fact Checked by: Sandra Polak, Vice President of Revenue
Updated: November 2, 2026