📍
Chicago, IL

Merchant Fraud Analyst

2 years experience
Retail & Consumer
Finance
$85,000-$110,000
Posted:
January 20, 2026

Adyen

Payment-processing & financial technology platform
75.9
Palpable Score
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Merchant Fraud Analyst

With our team growing rapidly, we are looking for an ambitious Merchant Fraud Analyst to join us. As part of the, relatively new, Merchant Fraud team in Chicago you will be working closely with Risk, Product, and other Merchant Operations teams. Within this role you are responsible for identifying, investigating, and preventing fraudulent activities related to our acquiring and embedded financial services. Your expertise will contribute to maintaining the integrity of our platform and ensuring a secure and trustworthy environment for our users. The Merchant Fraud Team is responsible for detecting and mitigating fraudulent activity that scalably reduces risk for Adyen and its customers.

What you’ll do

Who you are

About the company

Adyen

Company overview
Adyen is a global payments platform that helps businesses accept and manage payments across online, in-app, and in-person channels through a single integration. Adyen also provides tools around risk management, local acquiring, issuing, and embedded finance features for platforms. The company serves large enterprises and fast-growing digital businesses across retail, marketplaces, subscriptions, and travel. Adyen is headquartered in Amsterdam and operates across multiple regions.

Locations and presence

Adyen is based in Amsterdam, with regional HQs referenced for San Francisco, Singapore, and São Paulo, plus additional offices across many other cities. Adyen publicly positions work as office-first with flexibility when needed, and several US job ads explicitly state that remote-only roles are not offered.

Palpable Score

75.9
/ 100
Adyen is unusually clear for a large company about early-career entry routes and what the interview journey looks like, and Adyen backs that up with engineering onboarding and upskilling infrastructure. The score is held back by uneven pay transparency outside the US and by limited public reporting on early-career outcomes such as conversion rates, promotion timelines, and retention by level.
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