Viktoria Soltesz
Director of PSP Angels Limited
Please introduce yourself and your background. What has brought you into fintech?
I’m Viktoria Soltesz, Director of PSP Angels Limited. I started my career as a tax advisor,
helping international companies set up global structures. But I always had a deep interest in payment and banking, which appeared both complex and contradictory. Through various roles across finance, I saw firsthand how payment and banking today impact customer experience, risk management, technology, product development, data security, compliance, finance, and more. I argue that it should be considered a standalone function—an essential element of the business strategy, not just a part of finance.
There is an emerging demand for expertise in creating efficient, secure, and scalable payment and banking strategies that could support the full range of business functions—from customer experience to data security. That’s why I launched PSP Angels.
Your journey sounds very inspiring! Do you believe that inclusivity is crucial for the fintech industry, and how does female leadership make a difference?
Inclusivity in fintech isn’t just nice to have—it’s a must. The fintech industry especially benefits from diverse perspectives because it operates without a single global regulatory framework, creating a landscape that only those with a comprehensive epxertise can truly understand. When fintech solutions are designed to accommodate different cultures and perspectives, they become adaptable and accessible, leading to growth that resonates with a broad customer base.
Regarding leadership, it’s essential to view "female leadership" as valuable, while recognizing that its value does not stem from gender differences but from individual qualities. Differentiating leadership solely by gender would be a mistake. Humans are diverse, and therefore, leadership also varies—one style may be effective in a certain situation but not suitable for another. Each leader brings unique strengths that go beyond gender. The focus should be on fostering leadership that promotes inclusivity and equity in the workplace, creating a culture where everyone can succeed.
Given these perspectives for women, do you think there are any specific areas in fintech that are more welcoming?
Honestly, I don’t think one sector is inherently more welcoming than another. Advances across all areas—whether technology, compliance, risk management, customer experience, or product development—have already created more opportunities for women to thrive without barriers or stereotypes dictating their paths. This means that women, like their male counterparts, are equally encouraged and supported to enter any sector in fintech where they see fit.
In the end, inclusivity makes us and the industry stronger, as teams with diverse perspectives are better at developing innovative solutions that truly resonate with customers worldwide.
It's impressive that, being so deeply involved in this field, you can observe progress from the inside. However, do you believe there are certain areas where further improvements are still needed?
From my experience, regulatory harmonisation is much needed. Currently, various regulatory environments are competing for foreign investment, which undermines global efforts. Certain local regulations remain too complicated and fragmented, often without a clear explanation. A focus on regulatory alignment and simplification would help fintech companies better serve their customers and foster a culture where innovation can thrive without unnecessary barriers.
As a leader yourself, what do you think the future holds for female leadership in fintech, and how can companies support women better?
The future of female leadership in finance and fintech mirrors that of male leadership, and this is a positive evolution for the industry. Fintech reflects a broader trend toward equality and inclusivity within the online services industry.
Fortunately, the majority of fintech companies operate online, an environment that values merit, skills, and contributions rather than gender, age, or colour. Here, we are ahead of the curve!
All organisations increasingly recognise the value of diverse leadership and opportunities for women to assume prominent roles are likely to expand. So, the goal is to ensure that all employees have equal access to opportunities and support, enabling them to thrive based on their skills and contributions. Inclusivity and equity in the workplace should apply to all individuals, promoting a culture where everyone can succeed.
