We're representing a highly profitable Fintech platform transforming MSMEs across Southeast Asia.
The Role They are looking for a strong strategic operator to build the Talent Acquisition function from ground up. Centralise recruiting, professionalise it, create a recruiting engine.
What You'll Own
- Full Recruiting Lifecycle — Workforce planning through offer close, across all functions
- Team Building & Culture — Hiring 100+ people across Singapore, Jakarta, Philippines
- Sourcing & Pipelines — Direct sourcing, agencies, referrals, universities
- Recruiting Operations — Design workflow, own time-to-hire, offer acceptance, new hire success
- Talent Intelligence — Track sourcing channels, proactively identify gaps
- Employer Brand — Represent company to talent market, build relationships with talent pools
What Makes You Right for This
- Built recruiting function from scratch or re-engineered the function
- Understand full recruiting lifecycle — sourcing, screening, assessment, closing are different skills
- Comfortable with hard hiring decisions. Say no to good-but-not-good-enough
- Hired across functions: engineering, product, operations, finance
- Build relationships: passive candidates, universities, agencies, communities
- Measure what matters: new hire success, time-to-hire, offer acceptance, retention by channel
- Think commercially about recruiting costs and hiring velocity tradeoffs
You'll Need
- 10+ years in Talent Acquisition (3+ in Head of Talent or equivalent)
- Sourced technical talent (especially engineers, product)
- Hired across multiple functions
- Built recruiting teams and processes from scratch/near-scratch
- Comfortable with data and recruiting analytics
- Fast-growth company experience (50 → 200+)
- Southeast Asia talent market knowledge (or ability to learn quickly)
- Fintech or B2B SaaS experience (nice to have, not required)
They Offer
- Real budget to build — not scrapping by on freelance recruiters
- Business growing fast with aggressive hiring timelines
- Autonomy on recruiting strategy and hiring decisions
- Recruiting leadership becomes director+ at 500 people
- Access to leadership team — recruiting is strategic, not administrative
Location: Jakarta HQ, regular travel to Singapore and Philippines
Why This Opportunity
✓ Hire for capability level, not resume years — You need to operate at this complexity level
✓ They move fast — Diagnose, decide, execute
✓ Build something material — Scaling with discipline toward real inflection point
✓ They value intellectual honesty — Challenge them when you disagree
Ready for a new challenge Let's chat. Apply today.
