This is a candidate dataset for the ICP from report #5 — the fifth of six roles. For a licensed crypto-fiat neobank, support is not a cost center but the front line of regulatory risk: complaints, AML/KYC escalations, freezes, chargebacks — and, at the same time, the primary retention channel. Brighty is reposting Support Specialist ×4 — the team is growing chaotically, without a managed layer. For this role we assembled a live, verified, contactable pool of support specialists and leaders from fintech, crypto and local CEE payment donor companies — focused on exactly the level Brighty is actually hiring for. Not a raw list from open search, but data engineering built around a specific hiring task: who, why now, and how we found them — honestly, including what cannot be found directly.
prepared 2026-06-28 · MEASURED · Outricher data
Report #5 makes it clear: support / customer success is the 2nd most frequent function in Brighty's hiring (13 of 68 postings, after Compliance/AML). And the key honest finding from the data: what gets reposted is not a "Lead" but "Customer Support Specialist (B2C)" ×4 in LT and the UAE. In other words, the actual open demand is for Mid-level specialists, not a ready-made manager. The Support Lead conclusion is not what the vacancies literally say — it is a grounded structural inference: with that stream of specialist reposts, the team scales reactively, without a managed layer that has metrics and escalation into Compliance.
That is why our primary bet is the rising specialist→lead: it closes both the current gap (agents hired one at a time) and the future managed layer, and it lowers the repost frequency itself. A ready-made Head is offered as a separate tier — for those who need a management layer immediately. Below are 1,639 CS specialists already working at Brighty's donor companies, by name and with contacts.
Current support / success / CX employees (from Head of Support and CX Lead down to Senior Support Specialist) at Brighty's donor companies — fintech, crypto and local CEE payment services (Paysera, Genome, Walletto, WhiteBIT — exact geo match), across the geography where Brighty actually hires (EU/EEA + Switzerland + UK + UAE; LT/LV/PL/EE and Dubai are its hubs). This is an honest "floor" for the named set of companies — the full graph is larger.
| Donor company | CS specialists (current, in hiring zone) |
|---|---|
| Revolut | 717 |
| Crypto.com | 412 |
| TransferGo | 117 |
| Klarna | 79 |
| Bitpanda | 59 |
| Coinbase | 45 |
| Paysera | 40 |
| Nexo | 36 |
| bunq | 31 |
| N26 | 24 |
| Blockchain.com | 21 |
| Binance | 17 |
| Genome | 17 |
| Monzo | 14 |
| Gemini | 6 |
| Walletto | 2 |
| WhiteBIT | 1 |
| Kraken | 1 |
| Total (before quota and deduplication) | 1,639 |
cs_current_status field and split into separate CSVs.An honesty caveat: the warm Revolut corridor (Brighty's CTO came from there, ×6 on the team) is real, but it is an engineering channel, not a support channel — from Revolut we take only profiles with an explicit support title, not "for the fact they worked there". Bloodline gives cultural fit, not domain relevance for support.
Exactly what matches the real demand: Brighty reposts specialists, so the primary bet is the rising specialist→lead (budget-friendly, high ceiling). A ready-made Head is offered as a separate tier.
Senior Support Specialist / Support Team Lead / Customer Success Manager with 2–4 years in B2C fintech or crypto — just outgrew the agent role, took a first team or group-lead, but does not yet hold a Head title and has not moved to big tech. Knows the domain, is tool-proficient, multilingual, and needs the next step — which the current employer may not offer. Cheaper than a ready-made Head; with the right onboarding, will fill the Support Lead role in 6–12 months and grow with Brighty. This is the answer to the actual demand: it is precisely the specialist level that gets reposted. Of these, 231 have held their role for ≥3 years without an upgrade — a structural signal of "stuck, ready for the next step".
| Candidate | Current role | Donor | Geo | Tenure in role | Score |
|---|---|---|---|---|---|
| Anna Tkach | Senior Customer Support Specialist – SME Support Zendesk / Intercom multilingual | TransferGo | Poland | 1 yr | A+ 13 |
| Dariia Dolhova | Customer Support Specialist Zendesk / Intercom multilingual | TransferGo | Poland | 3.2 yr | A+ 13 |
| David Nagy | Customer Care Specialist Zendesk / Intercom multilingual | Bitpanda | Austria | 4.1 yr | A 12.5 |
| Giorgi Merebashvili | Product Support Specialist Zendesk / Intercom | Revolut | Poland | 0.9 yr | A 12 |
| Gintarė Remeikė | Customer Support Automation Specialist Zendesk / Intercom multilingual | TransferGo | Lithuania | 2.6 yr | A 12 |
| Ilona Zelena | Mid Bussiness Customer Support Specialist multilingual | Revolut | Poland | 0.9 yr | A 12 |
| Kacper Witczak | Technical Support Specialist - SME (Mid) multilingual | Revolut | Poland | 1.8 yr | A 12 |
| Fatima Hajji | Customer support specialist French & English Zendesk / Intercom multilingual | TransferGo | Poland | 2 yr | A 12 |
| Rafael Morgado | Customer Care Technology Lead multilingual | Bitpanda | Austria | 3.2 yr | A 11.5 |
| Martin Emilov | Customer Support Quality Assessment Specialist Zendesk / Intercom | Nexo | Bulgaria | 4.5 yr | A 11.5 |
The "Zendesk / Intercom" badge = a support tool was found in the profile; "multilingual" = at least one language besides English is listed. This is not a hypothesis, it is a row in the file.
Already hold the Head of Support / Customer Support Lead / CX Lead / Customer Success Lead role, or a Support/Success Manager with a team, at a licensed fintech or crypto company. They can build the managed layer immediately — set up SLA/CSAT/FRT, tiers, a knowledge base, escalation into Compliance, and hire and onboard agents. Of these, 104 are at the Head/Lead/Manager level of support right now. More expensive, but this buys readiness of the managed layer, not potential — for those who need a line manager immediately.
| Candidate | Current role | Donor | Geo | Tenure in role | Score |
|---|---|---|---|---|---|
| Michael Khoo | Head of Customer Support Enablement Zendesk / Intercom multilingual | Bitpanda | Austria | 4.3 yr | A+ 16.5 |
| Anna Harmash | Head of Customer Care Zendesk / Intercom multilingual | TransferGo | Lithuania | 4.7 yr | A+ 16 |
| Inga Aukselyte | Head of Customer Care multilingual | TransferGo | Lithuania | 5.4 yr | A+ 15 |
| Gerda Grigenaite | Customer Support Team Lead Zendesk / Intercom multilingual | TransferGo | Lithuania | 5.4 yr | A+ 15 |
| Alyce Bargery | People Support Lead Zendesk / Intercom | Klarna | Sweden | 7.5 yr | A+ 14.5 |
| Jogile Steikunaite | Customer Support and Work Flow Management Team Lead Zendesk / Intercom multilingual | TransferGo | Lithuania | 0.9 yr | A+ 14 |
| Alexandru Ursache | Customer Success Manager - Social Media Zendesk / Intercom multilingual | Revolut | Romania | 1.7 yr | A+ 13.5 |
| Liam Seaman | Team Lead - Customer Care and Community Zendesk / Intercom | Bitpanda | Austria | 2.6 yr | A+ 13.5 |
| Martim Castro | Team Lead Customer Success Manager Zendesk / Intercom multilingual | Revolut | Spain | 0.7 yr | A+ 13.5 |
| Jessica Ferreira | Customer Experience Manager Zendesk / Intercom multilingual | Revolut | Portugal | 1.2 yr | A+ 13.5 |
CAVEAT: the senior tier fills the managed layer immediately, but if budget matters more than speed, the rising middle — with onboarding — fills the same role in 6–12 months more cheaply. Choosing a tier means choosing "readiness now" versus "budget + loyalty".
Readiness to move is not a guess — it is detected structurally from the career data.
231 of 587 have held their current role for ≥3 years without a title change. In a large neobank, a front-line agent / junior-lead grows slowly because of the sheer size of the org. At Brighty the same person gets a broad scope of responsibility and a direct Lead→Head path. For a mid-level candidate this is the main pull trigger.
171 candidates live in LT/LV/PL/EE — Brighty's hubs — plus 7 in Dubai (the 2nd hub). Zero/minimal relocation, local languages, market knowledge. This is the lowest-risk, fastest hire — the candidate is already where the company hires.
247 already work in crypto-fintech: they understand freezes, chargebacks, KYC holds, and the specifics of crypto-operation tickets. For a crypto-fiat neobank this is critical — no need to explain why verification takes time or why a balance is "stuck".
61 with an explicit Zendesk / Intercom footprint and 66 with metrics (CSAT / NPS / SLA / FRT) — these are people who did not just "answer tickets" but built the function: processes, tiers, measurable quality. Exactly what it takes to turn a chaotic line into a managed one.
Broken down by function within the pool, it is clearly a structured customer-support funnel, not "everyone under the word support".
| Function | People | Share |
|---|---|---|
| Customer Support / Success (IC) | 399 | 68% |
| Support / Success Manager (team) | 79 | 13% |
| Senior Support Specialist (rising) | 50 | 9% |
| Adjacent (support-transferable) | 28 | 5% |
| Head / Lead of Support / CX | 25 | 4% |
| Adjacent (CS-alumni, now non-CS role) | 6 | 1% |
An honest finding: the broad word "support" also covers IT support, support engineers (devops) and sales support — we deliberately excluded them with a negative filter at the search stage so the pool contains only customer-facing roles. The "rising specialist→lead" layer (50 people) is the direct answer to Brighty's reposted specialist demand.
The full dataset: JSONL / CSV / Excel + ready-made segments. Each profile carries career depth, education, skills, location, contacts (where available), score and tier. Quality is measured, not claimed.
| Quality metric | Value |
|---|---|
| Profiles in the dataset | 587 |
| Fields per profile (min · avg · max · union) | 95 · 134 · 151 · 152 |
| Outreach-ready (email / phone / profile) | 100% |
| Email (combined) | 26.9% (158) |
| With a tooling / multilingualism signal | 61 / 195 |
| Hot A+/A | 98 |
We provide email and phone only from verified sources — where there is none, the value is NULL; we do not fabricate contacts. Languages and tools are a signal from the profile text under partial field population (~26%): the absence of a mark ≠ the absence of a skill, so do the final check at the interview. Depth can be raised with targeted contact re-enrichment for the chosen tier.
This is a sample of what we do for any of the 6 roles from report #5 — and for any company. Name the role and the tier and we will build the next dataset in the same format: a verified pool, scoring, segments, contacts, evidence.
Tell us your target company or ICP and we'll deliver the dataset + a short analysis in the same format.
Request your report — hi@outricher.com ↗