Senior Recruiter

Senior Recruiter

Arta is on an audacious and incredibly rewarding mission: to pave the way for people everywhere to lead more successful financial lives. Arta leverages AI and sophisticated digital tools—once reserved for ultra-high-net-worth individuals—and makes them accessible to a broader global audience. Think of it as your own digital family office, combining intelligent investment strategies, alternative assets, private market access, and smart automation to help you grow and protect your wealth effortlessly. We value trust, teamwork, and adaptability. Think: intelligent investing, personalized portfolios, and real-time trading, all backed by robust data infrastructure.

We are looking for a Senior Recruiter to lead end-to-end hiring across engineering, product, AI/ML, operations, investment, marketing etc (basically all functions) within Arta across two offices in Mountain View and Singapore. This is a high-impact individual contributor role for someone who thrives in fast-paced startup environments, adjust balance between two time zones, and enjoys operating as a strategic talent partner. We are open to have this role based in either Mountain View or Singapore.

You will work closely with co-founders, hiring managers, and interview teams to shape hiring strategy, drive candidate quality, improve recruiting operations, and help scale the company thoughtfully during a critical stage of growth.

This role is ideal for someone who combines strong technical recruiting judgment with operational rigor, candidate storytelling, and the ability to influence senior stakeholders.

Partner with Hiring Managers & Leadership

• Act as a trusted advisor to hiring managers across all functional teams
• Drive intake discussions to align on hiring goals, team needs, interview strategy, compensation expectations, and talent market realities
• Challenge assumptions when needed and help calibrate hiring bars with a strong understanding of startup scaling dynamics
• Help leaders prioritize hiring plans and make thoughtful tradeoffs in a resource-constrained startup environment

Own End-to-End Technical and Non-Technical Recruiting

• Manage full-cycle recruiting from kickoff through offer close across technical roles
• Build and execute pipelining strategies for all open roles, and set expectations for the time-to-close and the resources needed to close (referrals, events, agencies, targeted sourcing, etc)
• Drive candidate pipelines with a strong focus on quality, speed, and candidate experience
• Run structured screening conversations to assess technical depth, communication, cultural match, and startup fit

Drive Recruitment Operations

• You will handle the full-cycle recruiting tasks, including the following:
• CV screening; Candidate screening; scheduling interview and feedback collection; team debrief; closing; drafting offer letters and contracts; maintain ATS hygiene and documentations in Drive

Build Recruiting Infrastructure & Talent Brand

• Improve recruiting processes, reporting, interview documentation, and operational rigor
• Help define scalable recruiting practices appropriate for a growing startup environment
• Contribute to employer branding initiatives, recruiting messaging, and candidate communications
• Partner cross-functionally with Finance, Legal/Compliance, and leadership teams on headcount planning and hiring execution
• Raise the overall recruiting bar through strong judgment, accountability, and cultural assessment

Who You Are

• 6+ years of full-cycle recruiting experience. The position will handle both tech and non-tech roles, but stronger technical recruiting experience is preferred
• Experience hiring software engineers is a must
• Prior experience recruiting in startups or bigtech companies
• Comfortable using Ashby and LinkedIn
• Familiarity with fraud detection tools
• Strong stakeholder management skills with the ability to influence senior leaders and hiring teams
• Comfortable operating independently with high ownership and ambiguity
• Strong operational discipline and attention to detail
• You are based in Singapore, or you have a plan to relocate

Strong Plus

• Experience recruiting for fintech, AI-native, or infrastructure-heavy companies
• Experience hiring senior/staff-level engineers and technical and business leaders
• Experience supporting global hiring across multiple regions
• Experience building recruiting processes in scaling startups
• Understanding of compensation benchmarking for competitive Bay Area hiring markets

What We Offer

• A competitive salary and benefits package, with ample opportunities for growth and advancement
• A vibrant and dynamic work environment where innovation, collaboration, and continuous learning are highly valued
• The opportunity to work with a diverse and talented team of industry experts, passionate about shaping the future of finance
• Hybrid work environment with micro-kitchen and lunch provided
• Robust health insurance offering for you and your family
• High deductible health plan available with health savings account contribution
• 20 weeks of parental leave
• 17 days PTO annually

Arta's compensation philosophy

We determine your salary based on factors including your interview performance, job-related skills, experience, and relevant education or training. Our offers are based on salary bands that are updated periodically using market benchmarks and consider geographic location as well (for example, higher cost regions like San Francisco or New York). If you are presented with an offer, we will review the base salary, benefits, number of options, notional option value and strike price. We would like to know if you accept our offer within 7 days.

Please keep in mind that the equity portion of your offer is not included in these numbers and represents a substantial part of your total compensation.

IC I: $110,000-$180,000

IC II: $160,000-$230,000

IC III: $180,000-$300,000