Talent Acquisition Specialist

First Circle is an SME-focused, credit-centric, and multi-product NeoBank in SE Asia which is fast-growing (>100%), profitable, and internationalising soon. We started life as an SME lender in the Philippines in 2016 to solve the SME credit gap by using technology to systemise underwriting, deliver exceptional UX, and automate away delivery costs. We’ve delivered our clients the fastest, cheapest, most flexible credit line available to businesses anywhere in Southeast Asia. We’ve been rewarded with both fast growth and exceptional unit economics, a rare combination in our space.

Over the past two years we’ve expanded our product range to include business bank accounts & payments, e-Invoices, corporate credit cards, rooftop solar, and most recently deposits catalysed by securing a full bank charter in the Philippines. In 2027, we’ll expand our geographical coverage to include at least two new markets in APAC.

Our excellent track record results from our people & culture. We combine high standards & intensity with a collegiate environment. Our barometers of success are the rate of personal growth of our people, how long high performers choose to stay, and ensuring we raise the bar with every hire.

As we continue to scale, we're looking for a Talent Acquisition Specialist to own end-to-end hiring corporate and operations roles to be based in the Philippines: from defining the role with the hiring manager through sourcing, assessment, and offer close. You’ll build pipelines for hard-to-fill roles through direct outreach, referrals, and targeted sourcing, and help hiring managers make consistent decisions using structured interviews and evaluations to attract, assess, and close great talent. You will also help build an efficient recruiting system that keeps pace with our growth.

What success looks like in your first six months

• You independently run your hiring roles, with clear role briefs, agreed hiring timelines, and timely updates to hiring managers and candidates.
• You build repeatable sourcing pipelines for priority roles and can show which channels produce qualified candidates.
• You use pipeline data to identify where hiring is slowing down and can point to a change you made and its effect.

What you will do

• End-to-end recruitment ownership: Manage the full hiring process for assigned operational roles, from intake calls with hiring managers until offer and closing the role.
• Building recruiting strategy: Build and own the hiring strategy for the business, shaping sourcing channels, role prioritization, and timelines in partnership with hiring managers and leadership.
• Reporting & employer branding: Track recruiting metrics (time-to-fill, pipeline conversion, source effectiveness), investigate on bottlenecks, and contribute to employer branding projects and initiatives.