About Us
Our client is a profitable and funded business active in money remittance and crypto, holding regulated financial licences such as European MiCA authorisations and Canadian MSB registrations. The company is present in several jurisdictions, maintains offices in Georgia and Albania, and works through a hybrid model that combines remote staff with office-based teams of around 60 employees. Its activities focus on building and expanding operations in tightly regulated and rapidly changing sectors, including FinTech, Payments, Risk, Compliance, Finance, Operations, Customer Support, and Business Development. As the business continues to expand, preserving a very high standard in hiring remains a key priority.
The Role
In this position, recruitment is treated as a strategic business advantage rather than a routine HR function. A strong hire can significantly increase performance, while the wrong person can waste time, slow teams down, and harm company culture.
For that reason, performance in this role is not judged by the number of CVs forwarded or vacancies closed, but by the calibre of the people who join the company.
This role is not suited to someone who only wants to pass CVs to hiring managers. It is intended for someone who truly enjoys spotting outstanding talent, questioning unclear responses, and uncovering real ability behind polished interviews. You will serve as the first and most important quality checkpoint before candidates are introduced to management.
You will be responsible for an existing hiring process and will keep improving its speed, accuracy, and overall quality, with the freedom to adjust and optimize it when necessary.
The company’s approach is straightforward: when a candidate is recommended for the final interview, there should already be roughly 90% confidence that they can succeed in the business. The aim is not to maximize the number of interviews, but to maximize hiring quality.
Detyrat
What You'll Do
- Find outstanding talent across a range of business functions.
- Develop sourcing strategies for FinTech and related fields, and improve them on an ongoing basis.
- Take full ownership of the 3-stage assessment process and refine it further: two structured interviews with one in-person practical test between them.
- Build structured interview formats that move beyond memorized or rehearsed responses.
- Prepare follow-up questions that reveal real experience instead of theory or buzzwords.
- Apply practical business situations to assess how candidates think, set priorities, and solve issues.
- Evaluate mindset, accountability, integrity, curiosity, learning capacity, and long-term potential.
- Continuously strengthen the AI-supported recruitment workflow, interview frameworks, and assessment methods.
- Introduce only highly qualified candidates to management.
- Keep raising recruitment standards throughout the company.
Kualifikimet
Who We're Looking For
- The company places much less emphasis on the total number of years you have worked in recruitment.
- Greater importance is given to the way you think.
- You instinctively challenge answers that are unclear or imprecise.
- You do not mistake confidence for competence.
- You like exploring further until you understand what a person has truly achieved.
- You recognize that impressive job titles do not automatically mean impressive employees.
- You understand that technical abilities can often be learned.
- Mindset, ownership, integrity, and curiosity are qualities that are far more difficult to teach.
- You enjoy interviewing because you are genuinely interested in people, not because it is simply another scheduled task.
What Success Looks Like
Within your first year you will:
- Regularly identify exceptional talent across different business functions.
- Improve both the quality and the efficiency of the current recruitment flow.
- Refine the 3-stage evaluation process (two interviews and one practical test) into a more precise and predictive standard.
- Greatly reduce the amount of management time spent interviewing candidates who are not a suitable fit.
- Gain the confidence of leadership so that the candidates you recommend are expected to perform successfully.
- Support the hiring of around five outstanding employees each month while maintaining quality.
Requirements
- Prior recruitment experience in FinTech, Payments, Financial Services, or another fast-paced international industry.
- Strong skills in interviewing and communication.
- Confidence in questioning assumptions and asking challenging follow-up questions.
- Excellent organizational ability.
- Experience with AI tools such as ChatGPT, Claude, or similar platforms is considered an advantage. You are not expected to build AI systems, but you should be comfortable working with and improving AI-assisted recruitment workflows.
What We Offer
- A competitive salary package.
- KPI bonuses linked to performance.
- A high degree of autonomy and ownership over an existing recruitment process that continues to evolve.
- A direct influence on the company’s growth.
- The chance to develop and improve recruitment systems instead of only carrying them out.
Before You Apply
The company is not interested in generic claims about being a “people person.” It wants candidates to demonstrate that quality through their work.
The focus is on your ability to identify exceptional talent rather than on producing a polished CV.
This opportunity is well suited to someone who enjoys finding outstanding people, improving recruitment systems continuously, and helping companies avoid costly hiring errors.
About Us
Our client is a profitable and funded business active in money remittance and crypto, holding regulated financial licences such as European MiCA authorisations and Canadian MSB registrations. The company is present in several jurisdictions, maintains offices in Georgia and Albania, and works through a hybrid model that combines remote staff with office-based teams of around 60 employees. Its activities focus on building and expanding operations in tightly regulated and rapidly changing sectors, including FinTech, Payments, Risk, Compliance, Finance, Operations, Customer Support, and Business Development. As the business continues to expand, preserving a very high standard in hiring remains a key priority.
The Role
In this position, recruitment is treated as a strategic business advantage rather than a routine HR function. A strong hire can significantly increase performance, while the wrong person can waste time, slow teams down, and harm company culture.
For that reason, performance in this role is not judged by the number of CVs forwarded or vacancies closed, but by the calibre of the people who join the company.
This role is not suited to someone who only wants to pass CVs to hiring managers. It is intended for someone who truly enjoys spotting outstanding talent, questioning unclear responses, and uncovering real ability behind polished interviews. You will serve as the first and most important quality checkpoint before candidates are introduced to management.
You will be responsible for an existing hiring process and will keep improving its speed, accuracy, and overall quality, with the freedom to adjust and optimize it when necessary.
The company’s approach is straightforward: when a candidate is recommended for the final interview, there should already be roughly 90% confidence that they can succeed in the business. The aim is not to maximize the number of interviews, but to maximize hiring quality.
Detyrat
What You'll Do
- Find outstanding talent across a range of business functions.
- Develop sourcing strategies for FinTech and related fields, and improve them on an ongoing basis.
- Take full ownership of the 3-stage assessment process and refine it further: two structured interviews with one in-person practical test between them.
- Build structured interview formats that move beyond memorized or rehearsed responses.
- Prepare follow-up questions that reveal real experience instead of theory or buzzwords.
- Apply practical business situations to assess how candidates think, set priorities, and solve issues.
- Evaluate mindset, accountability, integrity, curiosity, learning capacity, and long-term potential.
- Continuously strengthen the AI-supported recruitment workflow, interview frameworks, and assessment methods.
- Introduce only highly qualified candidates to management.
- Keep raising recruitment standards throughout the company.
Kualifikimet
Who We're Looking For
- The company places much less emphasis on the total number of years you have worked in recruitment.
- Greater importance is given to the way you think.
- You instinctively challenge answers that are unclear or imprecise.
- You do not mistake confidence for competence.
- You like exploring further until you understand what a person has truly achieved.
- You recognize that impressive job titles do not automatically mean impressive employees.
- You understand that technical abilities can often be learned.
- Mindset, ownership, integrity, and curiosity are qualities that are far more difficult to teach.
- You enjoy interviewing because you are genuinely interested in people, not because it is simply another scheduled task.
What Success Looks Like
Within your first year you will:
- Regularly identify exceptional talent across different business functions.
- Improve both the quality and the efficiency of the current recruitment flow.
- Refine the 3-stage evaluation process (two interviews and one practical test) into a more precise and predictive standard.
- Greatly reduce the amount of management time spent interviewing candidates who are not a suitable fit.
- Gain the confidence of leadership so that the candidates you recommend are expected to perform successfully.
- Support the hiring of around five outstanding employees each month while maintaining quality.
Requirements
- Prior recruitment experience in FinTech, Payments, Financial Services, or another fast-paced international industry.
- Strong skills in interviewing and communication.
- Confidence in questioning assumptions and asking challenging follow-up questions.
- Excellent organizational ability.
- Experience with AI tools such as ChatGPT, Claude, or similar platforms is considered an advantage. You are not expected to build AI systems, but you should be comfortable working with and improving AI-assisted recruitment workflows.
What We Offer
- A competitive salary package.
- KPI bonuses linked to performance.
- A high degree of autonomy and ownership over an existing recruitment process that continues to evolve.
- A direct influence on the company’s growth.
- The chance to develop and improve recruitment systems instead of only carrying them out.
Before You Apply
The company is not interested in generic claims about being a “people person.” It wants candidates to demonstrate that quality through their work.
The focus is on your ability to identify exceptional talent rather than on producing a polished CV.
This opportunity is well suited to someone who enjoys finding outstanding people, improving recruitment systems continuously, and helping companies avoid costly hiring errors.
