Jonathan Kehoe

Why PayFacs need a reliable banking & acquiring Partner? 🏦 🌐 Because the future of e-commerce is embedded. For payment facilitators (known as PayFacs), scaling is not just about processing more transactions - it is about building trust, managing risk, and delivering seamless merchant and end-customer experiences. Behind the scenes, one relationship matters the most: your banking and acquiring partner. Here is why 👇   ✅ Merchant IDs (MIDs) for each sub-merchant or multi-MIDs to connect several sub-merchants to one MID (as per PayFac needs).  We enable seamless global transactions in 100+ currencies, recurring functionality, Apple Pay and Google Pay. ✅ Banking partner & acquirer in one   EU Licensed bank can provide you not only with an acquiring service but also banking services like loans, in/out payments, overnight deposits, safeguarding and segregated accounts. Fewer vendors. Faster scaling. Full compliance. ✅Anti-fraud system, transaction monitoring   Our real-time systems and monitoring team detect suspicious behaviour and ensure Visa, Mastercard and AML compliance. ✅ Core banking infrastructure & scalable APIs   Enable seamless payment flows with our MEDORO Electronic Payment Gateway, built to support embedded payments and processing. Additional features like virtual IBANs and flexible APIs are also available for PayFac. ✅ Transparent pricing   Our pricing model is transparent and competitive. ✅ Other additional services Merchant cash advanced (overdraft based on merchant turnover with us), Open banking and more. 🚀 If you are ready to level up your PayFac business and unlock new revenue streams, contact us. Let's discuss how we can build a mutually beneficial partnership.     More about our payment solutions here: https://lnkd.in/gg8f39h8 #PayFac #PaymentFacilitator #MagnetiqBank #EmbeddedFinance #FintechInfrastructure #AcquiringBank #BankingPartner

10

1 Comment

“We can’t pay that much” isn’t a compensation strategy; it’s a risk statement. When internal pay scales are built on outdated benchmarks, the market doesn’t wait. Roles stay open. Teams are stretched thin. Top candidates walk. Smart companies don’t freeze pay; they restructure it with intent: Real-time market data Smarter incentive design A clear understanding of the true cost of vacancy That’s how compensation stops being a blocker and starts being a lever. #CompensationStrategy #PayTransparency #SalaryBenchmarking #HiringChallenges #TalentMarket #HRLeadership #WorkforcePlanning #TotalRewards #RecruitmentInsights #TheStaffingHub

9

Hiring looks different in 2025 — but the momentum is still there. Our new report at Mercury, The New Economics of Starting Up, found that 61% of early-stage companies are actively hiring, despite rising talent costs. As someone who thinks daily about how teams are built, that stat really stuck with me. Growth is good, but growth done thoughtfully is what really lasts. The best companies aren’t just scaling — they’re scaling with more intention than ever: raising the bar on talent, being selective with tools, and balancing full-time hires with flexible talent models. If you’re building a team, this report is a worthwhile read. It’s full of data on how founders are growing, spending, and adapting to a changing market. 👇 Link in comments.

109

6 Comments

Strong recruiting partnerships don’t replace internal teams. They strengthen them. At Bumble, TALNT Team supported multiple Talent Acquisition roles while operating as a true extension of the in-house function. The focus wasn’t just speed, it was delivery, context, and long-term impact. When recruiting partners understand the realities of internal TA, execution improves, ramp time shortens, and hiring becomes a stabilizing force instead of a reactive one. We’re grateful for the trust and partnership. #TalentAcquisitionLeadership #HiringStrategy #RecruitingPartnership #WorkforceExecution #ExecutiveHiring"

4

Many People and Reward teams pick compensation benchmark providers based on role and location coverage alone. It's the right starting point, but it's only part of assessing benchmarks are trustworthy enough to guide fair, competitive pay decisions. Our advice is to focus on the 3Rs: ➡️ Relevance – Does the data reflect the roles, levels, locations, and company types you compete with for talent? ➡️ Real-time – How frequently are benchmarks updated? Do they reflect today's market, or the market as it was 12 months ago? ➡️ Reliability – Is the sample size, source, and methodology transparent and robust enough to guide pay decisions? If you’re evaluating your compensation data options, we’ve put together a guide on how to evaluate compensation data, including 7 questions to ask any provider before you commit. Get the full guide here 👉 https://lnkd.in/ebK5a8Rs

10

1 Comment