This is a candidate dataset built directly from the output of the competitor war-map. The map measured it: marketing/growth on Brighty's team is 1 position, even though "customer acquisition" is priority #1. The most logical first move is to hire a growth owner. We didn't stop at naming the gap — we assembled a live, verified, contactable pool of senior growth leaders from the same fintech donor companies that already feed Brighty its people. Not a raw list from an open search — this is data engineering for a specific hiring problem: who, why now, and how we found them.
prepared 2026-06-28 · MEASURED · Outricher data
In report #6 we counted Brighty's functional makeup next to the field. The loudest number: marketing/growth = 1 position. N26 (also not a giant) has 258; Revolut, in a single year of hiring alone, had 1,526. Meanwhile, the priority #1 you named is customer acquisition. The gap isn't "we need more people in general" — it's precise: there is no growth owner, the function that directly moves priority #1.
The usual path is "post a job and wait" or pay a recruiter 20–30% of an annual salary for a search we reproduce with a data-driven dataset. Below are 109 senior growth leaders already working at Brighty's donor companies, by name and with contacts.
Current senior growth and marketing leaders (Head of Growth / VP Growth / CMO / Head of Marketing) at Brighty's donor companies, in the geographies where Brighty actually hires (EU/EEA + Switzerland + UK + UAE). This is an honest "floor" for the named set of companies — the full graph is larger.
| Donor company | Senior growth leaders (current, in hiring zone) |
|---|---|
| Revolut | 38 |
| N26 | 26 |
| Bitpanda | 16 |
| TransferGo | 8 |
| Crypto.com | 7 |
| Nexo | 5 |
| Wirex | 4 |
| Mercuryo | 3 |
| Paysera | 2 |
| Total unique | 109 |
A note for honesty: we filtered out false matches on the word "growth/brand" that aren't actually about growth — recruiters ("Talent Acquisition Lead — Growth"), designers ("Brand Designer"). The pool contains only real growth and marketing owners. Of 213 raw matches, 109 unique profiles remained after deduplication and cleanup.
Exactly what a hire needs: the best, but not necessarily the most expensive. The pool of 109 is broken into tiers — each with its own hiring economics. 87 growth owners + 14 high-potential middle + 8 adjacent roles = 109.
Head / Director of Growth or Marketing, VP Growth, CMO at tier-1 fintech. Can lead Brighty's growth from day one — this is buying readiness, not potential. Of these, 16 currently hold a C-level / VP growth title (CMO / VP Growth / Chief Growth Officer).
| Candidate | Current role | Donor | Geo | Score |
|---|---|---|---|---|
| Kim Maniovich | Global Head of Marketing, Revolut Business | Revolut | United Kingdom | A 12.5 |
| Shirin Krall | Global Head of Retail Marketing | Revolut | United Kingdom | A 12.5 |
| Fiona Davies | Head of B2C Product Marketing | Revolut | United Kingdom | A 12.5 |
| Gytis Labašauskas | Chief Growth Officer | TransferGo | Lithuania | A 12 |
| Manuel Del Aguila Barbero | Senior Vice President — Global Growth Marketing | Crypto.com | UAE | A 12 |
| Ruta Sapatkaite | Head of Marketing and Public Relations | Paysera | Lithuania | A 12 |
| Poonam J. | Director of Ads Strategic Growth | Revolut | UAE | A 12 |
The top of the funnel is real people from the dataset. #1 is a Global Head of Marketing from Revolut, plus a Chief Growth Officer in Lithuania (Brighty's regulatory home, zero relocation) and an SVP Global Growth Marketing in Dubai (the second hub). This isn't a hypothesis — these are rows in the file.
Growth / Marketing Lead, Senior Manager — "one step below Head of Growth". A strong lead with 2–4 years at tier-1 fintech — a candidate to grow into Head on a small team. Several times cheaper, trained to world-class standards.
| Candidate | Current role | Donor | Geo | Score |
|---|---|---|---|---|
| Rosie Leheup-Ffoulkes | Global Product Marketing Lead — Crypto | Revolut | United Kingdom | A 10.5 |
| Edouard Daunizeau | Lead Product Marketing Manager | Revolut | United Kingdom | A 10.5 |
| Mohit Jain | Product Marketing Lead — Revolut Business | Revolut | France | A 10.5 |
| Daniel Klaus | Product Lead | B2C Broker | Product Growth | Bitpanda | Germany | B 9.5 |
| Plamena Dervisheva | Marketing Cloud Team Lead | Nexo | Bulgaria | B 9.5 |
CAVEAT: the middle tier grows into Head of Growth, but that's a bet on potential, not a ready-made CMO — for the growth-owner role from day one you need Tier A. Don't mix tiers within one funnel.
Senior marketing/growth profiles from the same donors whose current role sits slightly to the side of "growth owner" (brand, performance, partnerships). A backup reserve — in case Tier A/B doesn't work out on terms; included for pool completeness, not as a priority approach.
A broader marketing role (without an explicit growth focus). Tagged separately in the dataset, not mixed into the target funnels A and B. Included for pool completeness.
The signals that make these people the right target specifically for Brighty.
38 of 109 come from Revolut, where Brighty's engineering core (CTO + lead backend) already came from. Outreach with the reference "your former colleague is already here and happy" removes the main barrier to moving to a young company.
35 already work in crypto-fintech (their donor is a crypto company): they understand the crypto specifics of the audience, regulatory limits on advertising, and growth in a crypto-fiat product. For Brighty this is a precise fit, not generic performance marketing.
87 are Head / Director / VP / CMO level, not rank-and-file marketers. At a large fintech they're "one of many"; at Brighty the same person is the owner of the entire growth function, with direct impact on priority #1. That's the strongest pull trigger for a senior candidate.
UK 36, DE 18, ES 18, plus Lithuania (regulatory home) and the UAE (second hub) — candidates with no relocation. The entire sample is only the zone where Brighty actually hires.
By function within the pool — it's clear this is a structured funnel of growth owners, not "everything tagged marketing".
| Function | People | Share |
|---|---|---|
| Head / Director of Growth or Marketing | 71 | 65% |
| Growth owner (CMO / VP Growth / VP Marketing) | 16 | 15% |
| Growth / Marketing lead or senior manager | 14 | 13% |
| Marketing leadership (broad) | 8 | 7% |
The full dataset: JSONL / CSV / Excel. Every profile — career depth, education, skills, location, contacts (where available), scoring and tier. Quality measured, not claimed.
| Quality metric | Value |
|---|---|
| Profiles in dataset | 109 |
| Fields per profile (min · avg · max · union) | 91 · 94 · 99 · 100 |
| Outreach-ready (email / profile) | 100% |
| Email (from verified sources, no paid API) | 74% (81) |
| Hot A candidates | 53 |
We only provide emails from verified sources — where there's none, the field is empty; we never invent contacts. This is a DB dataset (no paid enrichment): career depth and contact coverage can be raised with targeted API enrichment for a chosen tier.
This closes the loop: the competitor map named the structural gap (no growth owner) → this dataset shows the ready pool to close it. In the same format we assemble candidates for any role and any company: a verified pool, scoring, segments, contacts.
Tell us your target company or ICP and we'll deliver the dataset + a short analysis in the same format.