Ethan Tandowsky, the Chief Financial Officer at Adyen NV, the Netherlands’ fourth-largest public company by market value, conducts more than 100 candidate interviews annually. As head of finance for the €50 billion fintech giant that processes payments for global enterprises, Tandowsky’s role extends to rigorous vetting in final hiring rounds—a practice rooted in Adyen’s distinctive approach to talent acquisition.

Adyen maintains a flat organizational structure where senior executives, including Management Board members like Tandowsky, engage directly with candidates, even for entry-level positions. This hands-on method, detailed on Adyen’s careers page, ensures every applicant meets a senior leader before an offer, emphasizing cultural alignment and open communication in their open-floor offices.

Boardroom Scrutiny from Day One

In 2016, during Tandowsky’s own interview, then-CFO Ingo Uytdehaage paused to invite CEO Pieter van der Does into the discussion, showcasing Adyen’s commitment to high-level involvement. ‘The strategy worked on me when I started at the company and had the same effect on my team as well,’ Tandowsky recounted, as reported by Rush Hour Times. Today, with over 2,500 employees, the process persists, now expanded to include select senior executives alongside the six board members.

The final interview stage, often with figures like Tandowsky, focuses on two critical traits amid a multi-round gauntlet that averages over a month. Recruiters stress preparation via the ‘Adyen Formula,’ eight principles guiding collaboration and merchant focus, per HackYourFuture’s Adyen interview guide.

Candidates face recruiter screens, skills tests, technical deep dives, leadership chats, and board evaluations. Glassdoor reviews note a 37% positive experience rating and 3/5 difficulty, with processes spanning up to 150 days for some roles, according to Glassdoor.

Traits That Stand Out in Final Rounds

Tandowsky prioritizes cultural fit and raw potential over rote experience. Adyen’s process assesses ambitions, work style, and company motivation early, evolving into board-level probes on alignment with flat hierarchy and spontaneous executive interactions. ‘We do not only hire for skills but really want to get to know you as a person,’ notes the HackYourFuture guide citing Adyen recruiters.

This mirrors broader fintech hiring rigor. Tandowsky, a UC Santa Barbara accounting graduate and former EY consultant who joined Adyen in 2017 as Head of Group Finance, ascended to CFO in 2023 pending approvals, per Adyen’s leadership page. His path underscores the firm’s bet on aptitude in scaling leaders.

Recent earnings calls highlight Tandowsky’s strategic voice. In Q3 2025, he noted, ‘We’re pleased with another quarter of strong, diversified growth,’ guiding net revenue to low-to-mid 20s through 2026, as in Adyen’s Q3 update. Such growth demands precise talent matches.

Fintech’s Talent Gauntlet

Adyen’s model contrasts typical tech hires. Blind forums describe board interviews as pivotal, not mere formalities, with users seeking insights on expectations. Reddit threads echo lengthy processes—up to six rounds—prioritizing resume fit and on-the-job learning over exhaustive skills tests.

For Tandowsky’s 100+ annual interviews, the emphasis lands on adaptability in a platform processing unified commerce, platforms up 50% YoY in Q3 2025. Candidates must demonstrate how past roles align with Adyen’s global scale across Europe, North America, APAC, and LatAm.

Paragon Intel praises Tandowsky as ‘talented young CFO’ mentored by Uytdehaage, poised for continuity with an American viewpoint, from their profile. This internal grooming reflects hiring for long-term potential.

Lessons for Final-Round Contenders

Aspiring hires should study Adyen’s Formula, prepare behavioral examples tying to flat structures, and articulate growth mindset. Recruiter tips on Adyen’s blog urge clear communication in strategic discussions, even for non-tech roles.

In H2 2024 results, Tandowsky emphasized, ‘Expanding our relationships with existing customers was a key driver of our growth,’ signaling hires must embody client obsession. For 2026, EBITDA targets exceed 50%, per updates, demanding efficient teams.

Industry echoes abound. X posts from MarketWatch amplified Tandowsky’s approach, while leaders like Codie Sanchez note 0.31% acceptance rates after sifting thousands, underscoring rarity of fits.

Scaling Through Selective Hiring

Adyen’s persistence with board interviews fosters approachability—execs in open plans encourage hallway chats post-hire. Tandowsky credits this for his integration, perpetuating a cycle where vetted talent sustains innovation in payments processing.

With Q3 2025 Platforms growth at 50%, per Yahoo Finance transcripts, precise hiring underpins momentum. Tandowsky’s dual focus in finals—likely cultural synergy and learning agility—ensures Adyen’s edge amid agentic commerce tests ahead.

For insiders, Tandowsky’s playbook reveals fintech’s evolution: beyond skills, it’s about builders thriving in high-stakes, collaborative engines driving billions in volume.