Role Description The Talent Acquisition Lead will be responsible for designing and scaling FINN’s hiring strategy as the company grows from ~60 to 200+ employees and beyond. This role is primarily focused on building and scaling FINN’s hiring engine. You’ll initially lead a small TA team supporting hiring across Southeast Asia and global remote markets. Key Responsibilities - Technical Recruiting & Operational Excellence (60%) - Lead hiring for key and leadership positions, with a strong focus on technical roles. - Build high-quality talent pipelines across engineering, product, data, operations, and growth functions. - Own full-cycle recruiting from role scoping through offer close, balancing speed, quality, and candidate experience. - Design and implement structured, scalable, and data-driven hiring processes that improve consistency, reduce bias, and strengthen hiring quality. - Partner with hiring managers to drive efficient interview processes and maintain strong hiring calibration across teams. - Source and engage high-quality passive candidates across key markets. - Talent Acquisition Strategy & Leadership (30%) - Define and execute FINN’s hiring strategy to support rapid organizational growth. - Partner closely with founders and hiring managers on workforce planning and hiring priorities. - Lead and develop the Talent Acquisition team across Southeast Asia and global remote markets. - Act as a strategic advisor by providing market insights, talent intelligence, and hiring recommendations. - Operations, Systems & Scale (10%) - Implement recruiting KPIs, reporting, and operational best practices to improve hiring efficiency and pipeline health. - Leverage technology and AI tools to improve recruiter productivity, hiring quality, and process scalability. - Ensure a strong, consistent, and candidate-centric hiring experience across all touchpoints. Qualifications - 5+ years of experience in talent acquisition in fast-growing companies with 2+ years of team management experience. - Prior experience working as a technical recruiter. - Experience scaling organizations from 50 → 200 employees. - Strong operational excellence and ownership mentality to improve talent acquisition. - Comfortable balancing strategy with hands-on involvement. - Experience in building talent acquisition processes. - Excellent stakeholder management and leadership skills. - Experience working in a startup or high-growth environment. - Experience in remote or multi-country environments (SEA a plus). Benefits - Massive Growth: Join a rapidly growing fintech making a real impact on people’s financial well-being, with the opportunity to grow alongside the business. - Innovation at Speed: Embrace a fast-paced, hyper-growth environment where your ideas and innovations drive real results. - True Ownership: This is a builder role - you’ll shape the entire recruitment experience, design scalable hiring processes and improve legacy workflows. - Global Impact: Be part of a company that’s transforming lives globally as we scale into more markets. - Rewards: Competitive compensation package & equity upside.

• Manage the full recruitment and selection process • Post job ads, screen candidates, schedule interviews, provide feedback, conduct final interviews, and prepare reports • Source and select qualified candidates • Administer and evaluate skills and knowledge tests according to the job profile • Keep the candidate interview pipeline updated in the system for different positions • Provide clear, objective feedback to candidates and hiring managers about the selection process

• Advise physician candidates and clients in the academics sector • Source and screen physicians by building a rapport via phone calls and emails • Emphasize opportunity features, quote salary, and prepare candidates for interview. • Effectively present opportunity information and respond to questions • Drive Physician Marketing campaign efforts • Manage the recruiting process • Investigate and resolve client concerns • Consult with clients throughout recruiting process • Make recommendations to your clients to aid in a successful search • Work effectively with schools of medicine, academic institutions, and teaching hospitals • Proved consistent communication, feedback, and reports

• Advise physician candidates and clients • Source and screen physicians by building a rapport via phone calls and emails • Emphasize opportunity features, quote salary, and prepare candidates for interview • Effectively present opportunity information and respond to questions • Drive Physician Marketing campaign efforts • Manage the recruiting process • Investigate and resolve client concerns • Consult with clients throughout recruiting process • Make recommendations to your clients to aid in a successful search • Provide consistent communication, feedback and reports