The challenge
We're not hiring a process manager. We're hiring a judge of character.
You will lead the search strategy, using our infrastructure to find the talent that data alone misses. AI can screen a CVonly a human can assess potential, hunger, and culture fit.
At Deriv, we believe no algorithm can replace the intuition of a great recruiter. While other companies try to automate the human out of hiring, you'll use AI to automate the noiseso you can focus on finding, engaging, and closing the best talent in the world.
We need a recruiter who genuinely loves the craftnot someone going through the motions.
Why this matters
Deriv's mission is Trading for Anyone, Anywhere, Anytime. Serving millions of traders globally means we hire across continents and cultures. The best talentthe passive candidates who aren't applying anywherestay hidden in a noisy market.
We need a recruiter who can cut through that noise. Someone who treats sourcing like a craft, not a checkbox.
Why Deriv
- Hard problems, real impact. You won't be filling generic roles. You'll be finding specialists across engineering, compliance, trading, and operationspeople who are genuinely difficult to find and even harder to close.
- SATI Insights. Our internal assessment framework - Self-Assessment Topgrading Interview (SATI) gives you data on how candidates think and align with our valuesso you can spend less time guessing and more time closing.
- Your voice shapes the process. We're actively improving how we hire. If a workflow is broken, we want to know. You'll have a direct line to the teams that can fix it.
- Tools that remove busywork. We're investing in automation to handle the admin that slows recruiters down. You won't just use these toolsyou'll help us decide what to build next.
What you'll do
- Hunt. You use AI to surface candidates, then human judgment to engage the right ones. You build target lists, work your network, and write outreach that gets responses. The best candidates aren't applyingthey need a reason to listen.
- Assess. You dig past rehearsed answers using our SATI tool. You partner with hiring managers to define what great looks likeand push back when they settle for good enough.
- Close. You manage multiple searches without dropping the ball. You move fast, keep candidates warm, and navigate counteroffers. A slow process loses good people.
- Improve. When something slows you downscheduling loops, redundant steps, broken handoffsyou flag it so we can fix it.
Who you are
- You've closed roles others couldn't. 35 years in talent acquisition, with a track record of landing hard-to-find candidates. You know the difference between a good CV and a good hire.
- You fix what slows you down. You've simplified processes and built workarounds. Waiting for someone else to fix it isn't your style.
- You back your instincts with evidence. Strong intuition about peoplebut you pressure-test it. You know when your gut is right and when it's bias.
- You say what others avoid. You've told hiring managers their expectations were unrealistic and given candidates honest feedback. Directness builds trust.
The honest reality
This is demanding work. You'll manage multiple searches across different markets, often with tight timelines. Not every process is optimized yet. You'll need to deliver results in the current system while helping us make it better.
If you want a clean, predictable environment, this isn't it. But if you want ownership, influence, and the chance to build somethingkeep reading.
