Dataset P6: CIS IT/crypto relocators.
The first dataset from the migration family (our strongest differentiator). A portrait of P6 — the person who left a CIS IT/crypto employer for the EU after 2022. A recent move is the sharpest trigger to switch banks: no local credit history, an urgent need for an IBAN, and many already hold crypto as the channel they used to move their money out. Brighty opens an account in minutes and turns crypto into a spendable euro balance — it closes both pains at once. This is Strategy B — career-trajectory analysis: a list like this can't be assembled from a list of companies, you have to read each person's trajectory (where they left, where they arrived, and when). This is exactly what a founder won't do themselves.
~13,400
in the pool (the full donor set)
934
in the sample (enriched, scored)
48%
with email (447 people)
delivery-grade · prepared 2026-06-28 · MEASURED · Outricher data · persona P6 from report №3
01Who we looked for and why
A recent CIS IT/crypto relocator — he has exactly the two pains that Brighty closes with a single product.
PORTRAIT P6 · FAMILY III (MIGRATION) · STRATEGY B
CIS IT/crypto relocator (post-2022)
CAREER-TRAJECTORY ANALYSIS
left a CIS tech/crypto employer for the EU, current position started in 2022+
Why they're a customerA recent move is the sharpest moment to switch banks: no local credit history, an urgent need for an IBAN, and many already hold crypto as the channel they used to move funds out. Brighty opens an account in minutes and turns crypto into a spendable euro — both pains at once.
Signal in the dataA past position at a CIS tech/crypto employer + a current position in the product zone that started in 2022 or later. Recency is anchored to the start year of the current job.
Past employersYandex · Sberbank · Tinkoff · Kaspersky · Ozon · VK · Mail.ru · Wildberries
Geo gateEU/EEA + Switzerland/Andorra/Montenegro
02How many we found in total
The pool was measured against the live database across the full set of 8 donors. EPAM was deliberately excluded — it's a global outsourcer, and its alumni dilute the "relocator" signal.
~13,400
relocators passed the EU + 2022+ gate
8
donors (CIS tech/crypto)
~17%
of the ~79k donor alumni passed the gate (→ ~13,400)
| Past employer | In the sample |
|---|
| Yandex | 220 |
| Sberbank | 174 |
| Tinkoff | 124 |
| Kaspersky | 119 |
| Ozon · Mail.ru | 81 · 80 |
| VK · Wildberries | 69 · 67 |
| Total | 934 |
This isn't a list of companies — it's trajectories. Each person was selected because they left a donor and started a new job in the EU in 2022+. ~13,400 is the measured pool; the sample of 934 is balanced across donors.
03How we built the sample
934 people — a balanced, deduplicated sample out of ~13,400.
- Two-step selection by index: first a donor's alumni (past position), then their current EU position with a 2022+ start — so the query runs on working indexes rather than a heavy full scan.
- A quota per donor for source diversity; Yandex/Sberbank are larger, so they were capped.
- Only recent transitions: current job started in 2022 or later (the recency anchor).
- Deduplication by profile + the full canonical field set from the first query.
04What we enriched with
A free layer from the database + a paid API top-up of the full career. This audience has lower email coverage than crypto-natives — these are compliance-savvy professionals, and their contact details are public less often.
48%
with email after enrichment
454
topped up via paid API (full career)
113
fields on average per person (union 147)
Contacts, honestly. 48% have an email (447 of 934). The paid top-up increased career depth (experience, education, skills), but a compliance-minded audience simply has fewer contacts available — we show it as it is and never invent email addresses. Where an email exists, it's real and comes from our sources. Every profile is reachable (email / direct link) and carries the full career picture.
05How we scored
The p6_score (0–18) and an A+/A/B/C label. Base fit is high for everyone (they all passed a strict signal) — scoring ranks by recency (the bank-switch trigger), value, and reachability.
| Signal | Points | Logic |
|---|
| Recency: moved 2024+ · 2023 · 2022 | +3 · +2 · +1 | the fresher the arrival, the sharper the need for an IBAN |
| Role: manager / C-level | +4 | upsell into Brighty Business (B2B) |
| Role: product / growth · engineering / finance | +3 · +2 | choose the stack · crypto power-user / treasury |
| Has email · phone | +5 · +1 | reachable right now |
| Crypto/fintech signal in the text | +2 | already moved money over a crypto rail |
| Active profile · career depth | +1 each | a live contact + a verifiable history |
136
A+ — contact immediately (≥12)
446
A — high priority (≥8)
64
64 founders/C-level — for Brighty Business
582 "hot" leads (A+/A) — with a recent move, a contact, and role weight. Outreach starts here. 64 founders/C-level are a separate B2B upsell.
06Segments
Ready-made slices — each a separate file in the archive.
| Segment | People | Why |
|---|
| hot-a-plus (A+/A) | 582 | ★ start here |
| fresh-2024-plus | 337 | the sharpest trigger — arrived in 2024+ |
| b2b-decision-makers | 64 | founders/C-level → Brighty Business |
| engineering | 436 | crypto-literate power-users |
| product-growth · leadership | 134 · 129 | choose the stack · managers |
| finance | 32 | treasury / payroll pain |
| with-email | 447 | reachable by email now |
| per donor | 8 files | Yandex 220 · Sberbank 174 · Tinkoff 124 … |
Where they are now
| Country | People | Reading |
|---|
| Germany | 221 | the main relocation hub |
| Netherlands · Cyprus | 133 · 127 | tech hub · crypto/relocator hub |
| Spain · Portugal | 106 · 49 | "digital nomads" + visa |
| Poland · France · Switzerland | 34 · 32 · 27 | proximity + IT market |
| Montenegro · Finland · other | 23 · 22 · ~160 | ME, FI, IE, HU… |
Cyprus — 14% vs 2% in the P5 diaspora. A sevenfold gap is a relocator's signature: Limassol became the crypto/IT hub of the post-2022 exodus. Different signals produce different geographies — proof that this persona captures relocators specifically, not professionals in general.
07When they left and where they landed
Two slices that turn a "list" into a living picture of the wave — and show that we're selling the product to people who build fintech themselves.
The exodus curve (year the EU job started)
| Year | People | Share | Reading |
|---|
| 2022 | 340 | 36% | peak of the exodus |
| 2023 | 257 | 28% | the second wave |
| 2024 | 156 | 17% | a fresh bank-switch trigger |
| 2025 | 133 | 14% | the hottest — just arrived |
| 2026 | 48 | 5% | literally this week |
64% arrived in 2023 or later, 36% in 2024+. The more recent the move, the sharper the pain: no local credit history, an urgent need for an IBAN — the strongest moment to switch banks.
Where they landed in the EU (top employers)
| Company in the EU | People |
|---|
| JetBrains · Nebius · Google | 20 · 17 · 16 |
| Booking.com · inDrive · Exness | 13 · 13 · 13 |
| Delivery Hero · Deutsche Bank · Semrush | 10 · 8 · 7 |
| Tabby · Sumsub · Wolt · Uber · Vivid | 6 each |
| Revolut · Plata · N26 · Wise … | fintech destinations |
45 of 934 (≈5%) already work at EU fintechs/crypto/neobanks (Exness, Revolut, Vivid, Sumsub, Tabby, Deutsche Bank, N26). Brighty is selling the product to people who build fintech themselves and grasp the value instantly. And 638 distinct employer companies across 934 people is proof that this is a living diaspora, not a dump of a single list.
08Who's at the top (preview)
The top rows by score — hot A+ leads with a recent move and a contact. The full list is in the archive.
| Current role | Where they left | Geo | Year | Score |
|---|
| Global Account Director | ex-Kaspersky | DE | 2025 | 16 |
| Product Marketing Manager | ex-Yandex | NL | 2025 | 15 |
| Technical Product Manager | ex-Sberbank | DE | 2024 | 15 |
| Staff Product Manager | ex-Sberbank | ES | 2024 | 15 |
| Technical Product Owner | ex-Tinkoff | CY | 2025 | 15 |
★ Showing 5 of 582 hot leads. The full list is in the archive (XLSX/CSV/JSONL).
★Get the dataset
All 934 people, in every format, with scoring and segments.
Request the dataset: Request this dataset ↗ — it includes:
•
leads.xlsx — an Excel file with every field for all 934 people
•
leads.csv / leads.jsonl / leads.json — the same data for CRM import and programmatic processing
•
segments/ — 16 ready-made slices (hot, fresh-2024+, b2b, by role, with-email, per donor)
•
README.md — a description of the fields, scoring, and coverage
- Each row is a person: name, current role,
relocant_from (where they left), current_start_year (year of the move), location, career, skills, contact sources, the p6_score, and the lead_label.
- The
b2b_decision_maker field flags candidates for Brighty Business; role_family is for filtering by campaign.
- The data is shared as a secure archive via a link; this is the analytical report that accompanies it.
09What this dataset proves
01
Trajectory → a real pool — ~13,400 relocators
Each one left a CIS donor and started a job in the EU in 2022+. This is career-trajectory analysis, not a list of companies. MEASURED
02
Pool → an enriched sample — 934 with 48% email
Balanced across donors, enriched for free and via paid API, scored by recency, and sliced into 16 segments. ENRICHED
03
Sample → a ready-to-use file — 582 hot + 337 fresh 2024+
A downloadable archive with every format and slice. From a "portrait" to an "outreach list." ACTIONABLE
A paired portrait. P5 (the diaspora specialist in the EU) is the other half of the migration family: the same career-trajectory analysis, but the signal is the country of education rather than the past employer. Next up — the P7/P8 niches.
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