The Value of Acting Fast on Great Talent

Why Acting Fast on Great Talent Is Critical

Eighteen months ago, a company needed to fill a specialized payments role. The compensation range they offered was very low for the level of experience required. Despite this limitation, a highly qualified candidate was identified—someone with the right skill set, ready to contribute immediately. This candidate was not working at the time and willing to accept the compensation offered. The hire was made, and the company considered it a success.

Fast forward 18 months.

That same candidate received a competing offer for $30,000 more than the current salary—an amount that accurately reflected the candidate’s market value and level of experience. This was not just a generous offer, it was a clear signal that the external market valued the candidate’s contributions far more than the company’s compensation structure did.

The company’s CFO, concerned about retaining the employee, reached out for advice. “We love him, but the person he reports to makes less than the new offer. What should we do?”

The recommendation was clear: match the offer and add a little more.

There was no question that the employee was worth it. The candidate had proven value through performance, commitment, and a deep understanding of the role. Yet the CFO hesitated and took a week to decide. Fortunately, they ultimately matched the offer, retaining the employee.

This situation underscores the importance of acting fast on great talent. Too often, organizations wait for a competitor to extend an offer before reassessing compensation. This reactive approach is shortsighted. It places companies in a defensive position, scrambling to retain employees who already feel undervalued.

In payments recruiting, top talent is in high demand. Professionals with specialized skills and proven track records are not easily replaceable. Their work drives revenue, innovation, and customer satisfaction. Losing such talent can disrupt workflows, damage morale, and even harm client relationships. Worse, the cost of replacing a key employee, including recruitment expenses, onboarding time, and lost productivity often exceeds the cost of a proactive pay adjustment.

Beyond the financial impact, there is also a cultural cost. Talented employees who leave for better compensation elsewhere send a clear message to the rest of the team: the company does not recognize or reward value until it is too late. This perception can erode loyalty and drive turnover across the organization.

Recognizing and rewarding employees’ contributions early, not when a competitor forces the issue, is a mark of strong leadership. Acting fast on great talent means valuing people as much as performance. It sends a clear signal that the company is committed to retaining its best talent, supporting their growth, and investing in their success.

Organizations that delay decisions about compensation risk losing the very talent they depend on. Quick, decisive action when compensation gaps are identified is essential.

For help evaluating compensation for payments or fintech roles or to attract top payments talent before competitors do contact Dexterous. With deep expertise in payments recruiting

Dexterous can help organizations make informed decisions that protect their talent pipeline.

For more insights, explore Career Benefits to Resigning Gracefully and use LinkedIn’s Salary Insights to benchmark compensation strategies.