You will lead end-to-end recruitment for engineering, product, and data roles while partnering with leadership to define hiring strategies. The role involves implementing talent acquisition best practices to ensure efficient, high-quality, and bias-free hiring processes.
FINN is a fintech company building simple and transparent products that improve financial well-being for underbanked employees. Our core offering gives people access to wages they have already earned, alongside tools to help them manage money better, build savings, access insurance, earn additional income, and use fairer financial services.
Founded in 2022, FINN is the largest player in the early wage access space in Southeast Asia and is expanding rapidly into new markets globally. We are looking for ambitious builders who take ownership, move fast, and want to shape products that create meaningful impact in people’s lives.
Why This Role Matters
You will work closely with the Head of Talent & People, hiring managers, and leadership to attract and hire exceptional talent across multiple functions as FINN continues to grow.
You will be responsible for building high-quality teams across engineering, product, and data as we scale.
Own full-cycle hiring end-to-end, from role scoping to offer close, with a strong focus on speed, quality, and candidate experience
Introduce Talent Acquisition best practices into an engineering-led process, improving consistency, reducing bias, and strengthening overall hiring signal
Act as the driver of process excellence, ensuring interviews are not only technically robust but also efficient, fair, and candidate-friendly
Source and engage high-quality passive candidates across key markets
Partner closely with hiring managers to design and run structured interview processes that deliver high-quality signal, fast decisions, and a strong candidate experience
Maintain strong pipeline health across roles by balancing quality, conversion rates, and time-to-hire
Act as a strategic advisor to stakeholders by bringing real-time market insights, talent trends, and calibration recommendations
Requirements
We are looking for a top-performing recruiter with a strong track record in hiring technical talent.
6–9+ years of experience in full-cycle recruitment with deep expertise in engineering hiring.
Proven experience hiring for engineering, product, or data roles
Background in a top-tier tech company or high-growth startup is strongly preferred
Track record of being a top performer (top ~10–15%) within your team
Strong sourcing ability and experience engaging passive candidates
Experiment with unconventional approaches (e.g., content-led sourcing, hackathons, community building, social signals) to uncover and attract hidden talent pools.
Ability to operate with high ownership in a fast-paced, scaling environment
Skilled at partnering with and influencing senior engineering leaders to align on hiring strategies and decisions.
Experience with ATS systems (Greenhouse is a plus)
Background as a software engineer or technical IC, with a transition into recruiting / talent
Ability to understand technical architectures, trade-offs, and role requirements deeply
This role probably isn't for you if
You aren't comfortable with some level of ambiguity
You default to large processes when the problem needs solving in days
You optimize for architectural purity over learning from real users
You need a lot of structure or guidance to do your best work
Why join
Your work directly shapes the hiring experience for stakeholders across the globe
Small, high-caliber team — minimal bureaucracy, fast feedback loops, clear business impact
High autonomy and real ownership from day one
A seat at the table in defining how engineering evolves here
“I was the first applicant for a remote marketing position that got listed on the company website the same day I applied. Had an interview within 48 hours!”
— Sarah J.
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Marketing Manager
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