This is a strategic analysis, not a contact export. We measured eight of Brighty's competitors across the external professional graph: how many people, and in which functions, each of them has right now, where they're hiring (= where they're investing) and how many of their alumni already sit inside Brighty's team (the warm channel). When a competitor opens 1,790 compliance roles in a year while Brighty has zero growth owners, that isn't an opinion — it's a measurable fact. The map reads three ways: where Brighty is behind, where the market is heading and who can be poached.
prepared 2026-06-28 · MEASURED · Outricher data · every figure pulled live from the graph
Three ways to read the same map — each one yields an action.
Comparing Brighty's functional make-up against the field exposes structural gaps — above all in growth/marketing. That's a direct entry point into the client's priority No. 1 (finding customers): first close a growth owner.
A competitor's open roles are its roadmap said out loud. A compliance-hiring spike = regulatory expansion; an engineering spike = product build-out. Brighty can see where the market will move before the announcements.
Wherever a competitor has a dense pool of a function Brighty needs, that's where the candidates are. And a competitor's alumni who have already settled into Brighty become a warm referral channel for outreach.
Off-the-shelf tools give a static firmographic snapshot. We read the functional make-up, hiring dynamics over time and the bloodline overlap with Brighty itself — graph derivatives a commodity vendor simply doesn't have.
Eight competitors, sorted by presence in the graph. "In graph" — the current positions we can see (broader than a company's self-report, since it includes distributed and un-updated roles). "Open now" — active openings right now. "Last 12 mo" — postings over the past year = pace of investment.
| Competitor | In graph | Open now | Openings, last 12 mo | Alumni in Brighty | Signal |
|---|---|---|---|---|---|
| Revolut | 38,985 | 2,396 | 9,789 | 9 | aggressive expansion · warm channel |
| Crypto.com | 9,355 | 154 | 1,860 | 0 | engineering build-out |
| N26 | 5,317 | 91 | 649 | 1 | steady hiring |
| Bitpanda | 2,544 | 43 | 635 | 0 | product growth |
| Nexo | 1,493 | 33 | 164 | 0 | selective hiring |
| Mercuryo | 710 | 14 | 146 | 0 | comparable in size |
| Wirex | 669 | 3 | 30 | 0 | hiring nearly halted |
| Ramp | 561 | 0 | 28 | 0 | hiring frozen |
Open and recent roles by function = a declaration of intent. Revolut's dual priority is unmistakable.
Brighty's team composition (current positions by function) alongside how the competitors are built. The figures are positions in the graph; a single person may hold more than one role, so this is a composition profile, not a per-head headcount.
| Function | Brighty | Revolut | Crypto.com | N26 | Read for Brighty |
|---|---|---|---|---|---|
| Engineering / Data | 19 | 3,600 | 1,205 | 1,404 | strong core — product is being built in-house |
| Compliance / Risk | 5 | 2,903 | 626 | 421 | thin for a regulated neobank — hence the hard-to-fill MLRO/CISO openings |
| Support / CS | 7 | 3,458 | 724 | 207 | present, but thin relative to base growth |
| Design | 6 | 596 | 122 | 171 | proportionally healthier than many |
| Marketing / Growth | 1 | 1,238 | 403 | 258 | the main structural gap — no growth owner |
| Finance | 1 | 919 | 436 | 119 | thin — hence the open head-of-finance role |
How many of Brighty's current people previously worked at each competitor. This is a map of warm channels: "your former colleague is already here and happy" removes the biggest barrier to outreach.
| Source | Alumni in Brighty | What it gives you |
|---|---|---|
| Revolut | 9 | the dominant corridor — this is Brighty's engineering core (CTO and lead backend); the strongest referral channel for hiring out of Revolut |
| N26 | 1 | a weak but existing bridge |
| Crypto.com · Bitpanda · Nexo · Mercuryo · Wirex · Ramp | 0 | no direct overlap — a cold channel, but the talent pool is available |
"Who to poach" is not a slogan — it's a measurable layer. Here's how many people left each competitor over 24 months (= available talent), their share of current headcount (attrition = an instability indicator) and how many of the leavers sit in Brighty's hiring geo (EU/EEA + Switzerland + UK + UAE). High attrition + frozen hiring = a company losing people who are open to a move.
| Competitor | Left, 24 mo | of those, in Brighty's geo | Attrition* | Open now | Read |
|---|---|---|---|---|---|
| Ramp | 278 | 155 | 50% | 0 | collapsing — losing half its headcount and not hiring = prime target |
| Revolut | 10,453 | 3,809 | 27% | 2,396 | huge alumni pool in-zone + warm corridor — the primary source |
| Bitpanda | 618 | 405 | 24% | 43 | notable attrition, pool in-zone |
| Nexo | 361 | 351 | 24% | 33 | almost the entire pool in-zone (97%) — no relocation needed |
| N26 | 1,145 | 1,081 | 22% | 91 | large alumni pool, 94% already in Brighty's geo |
| Mercuryo | 144 | 70 | 20% | 14 | comparable in size — a relevant profile |
| Wirex | 91 | 29 | 14% | 3 | hiring all but stopped — people are looking for the exit |
| Crypto.com | 1,199 | 632 | 13% | 154 | steadier than the rest; half the pool in-zone |
* Attrition = leavers over 24 mo ÷ current headcount in the graph. A guide to relative instability, not an official HR metric. "In Brighty's geo" (EU/EEA + Switzerland + UK + UAE) is computed for all eight competitors.
This is a demo map across 8 named competitors. For a custom brief the set expands (any competitors/adjacent markets), and hiring dynamics can be put on a regular refresh — see the next-wave datasets. For access — hi@outricher.com or @outricher.
Tell us your target company or ICP and we'll deliver the dataset + a short analysis in the same format.