Recruiter

ABOUT FLAGRIGHT Flagright is an AI operating system for financial crime compliance used globally by Fortune 500 companies, large banks, fintechs, and fast growing startups. Flagright enables real-time risk detection, automated investigations, and intelligent decisioning, helping compliance teams operate at their full potential in the fight against financial crime. We operate as a lean, high-performance team with high individual ownership and direct access to leadership. THE ROLE This is the second hire into our recruiting function. You'll partner directly with leadership to hire the people who build the product, manage our customers and drive our brand presence across target markets. You'll own searches end to end — sourcing, screening, process design to closing. There is no separate sourcing team to hand work to, and no coordinator to schedule for you. In exchange, you get real ownership: you decide how a search runs, you talk to hiring managers directly, and you see the impact of your decisions within weeks rather than quarters. If you want to be the recruiter who runs hiring rather than the one who administers someone else's process, this is the job. What you'll do: - Own full-cycle hiring mainly focusing on engineering, product, design, and CS roles - Build and run outbound sourcing yourself. Most of our best hires are people who weren't looking - Partner with hiring managers on target profiles, search criteria, scorecards, interview design and calibration — and push back when a bar is unclear or a process could be improved - Keep candidates genuinely informed. Aim to provide an excellent candidate experience. Fast decisions, specific feedback, no ghosting - Own your pipeline data in Ashby and use it to argue for changes to how we hire - Contribute to the employer brand — how we talk about the concept of work, the team and the trade-offs - Help us hire globally across time zones and multiple offices. PEOPLE WHO THRIVE AT FLAGRIGHT - Have been knocked down before and gotten back up - Are resourceful — figure it out with whatever tools exist - Have strong opinions, defend them, and drop them when proven wrong - Would rather own targets than a task list - Run toward ambiguity, not away from it - Want to work with no-BS people PEOPLE WHO STRUGGLE HERE - Want 9-to-6 and a predictable week - Confuse ambitious goals with unreasonable ones - Need priorities to hold still for a quarter - Take blunt feedback or lost deals personally - Say — or think — "that's not my job" WHO WE ARE LOOKING FOR - Based in Singapore with right to work, this is a fully in-person role at our Singapore office - 3+ years recruiting technical talent, with meaningful time in-house at a startup or scaleup - Demonstrable outbound sourcing ability. You can explain how you found and closed a hard hire, not just how you managed a pipeline someone else filled - Enough technical literacy to hold a credible conversation with a senior engineer about their work — and to tell the difference between a strong CV and a strong engineer - Comfort operating without much structure, and the instinct to build the structure that's missing - Direct communication. You raise problems early and disagree with hiring managers when the evidence supports it - Strong written and verbal English — a lot of this job is writing well to strangers and doing screening interviews Bonus if you have: - Experience hiring in fintech, compliance, payments, crypto or other regulated/technical domains - Hired GTM profiles such as AEs, BDRs and marketing - Track record hiring across multiple countries, particularly the UK, US, Singapore and India - Familiarity with Ashby, or a genuine interest in recruiting automation and AI tooling WHAT WE OFFER - Equity from day 1 at a Y Combinator startup - Real ownership and interaction with founders - A product with clear, real-world differentiation in a market that is growing fast - Work alongside a highly competent, top-tier team, including professionals from Y Combinator, ex-AWS, and Palantir - Low-bureaucracy environment, minimal meetings, asynchronous communication culture