Recruiting Lead

The Role As Arca's first recruiter and recruiting lead, you'll be responsible for building our team and maintaining high talent density. We're not handing you a requisition list and a job board login; we're handing you the function. Right now, hiring happens because a founder or a hiring manager carves out time between everything else they're supposed to be doing. That doesn't scale and you're here to help fix that: build the pipeline, run the process, and close the people who will define what this company becomes. You'll be recruiting for two very different worlds at once. On one side, technical talent — engineers who can operate with the ownership our product team already has. On the other, everything else: wealth advisors carrying real licenses and real client relationships, GTM and marketing hires shaping a brand that's barely a few months old, operators for functions that don't have a playbook yet. Most recruiters specialize in one lane. Here, you're building both, and building the muscle to add more as the company adds functions. What you’ll own Pipeline and sourcing. Build and run full-cycle recruiting across everything we need, from engineers, product hires, GTM, ops, and beyond. You'll be empowered to connect with a wide breadth of candidates and leaders who will meet and raise the bar our current team set. You'll run the sourcing motion yourself, not just manage a pipeline someone else fills. The hiring function itself. There's no process to inherit — you're building it: interview loops that predict who succeeds here, scorecards hiring managers trust, an ATS workflow build to scale. What you set up in the next few weeks/months is what every hire will experience. Exceptional candidate experience. For most candidates, you're the first conversation they have with Arca, and the offer stage is often the last thing standing between a great candidate and a great hire. You will help create the experience and excitement people feel when they learn about Arca, and even more so when they decide the opportunity here is right for them. Scaled recruiting. As hiring picks up, you build the muscle to keep pace with it. You'll bring in and manage external recruiters or agencies where they add leverage and where it makes sense, eventually building out the internal recruiting team you'll need. You're not just filling today's roles — you're building the function that fills next year's. The kind of person who thrives here You’re excited by ownership, ambiguity, and building things that matter. You're a builder, not a coordinator. You're here to drive growth of our business by ensuring we have the right people. You don't ask for a headcount plan and a rubric — you build both while you're already sourcing candidates. You've stood up a recruiting function before, or you've been the person a founder leaned on to do it in all but title. You can recruit technical talent for real. You know how to evaluate engineers, speak their language to earn their respect, and help close them when there are other options. While technical candidates won't be the only profile we are seeking, it'll be a big part of the job. You're AI-pilled. You already use AI for hours a day, and it's changed how you work and what you think one person can do. Faced with a new problem, your first instinct is to reach for it, and you're hands-on enough to build something real rather than just ask someone else for it. You'd reach for a better system before you'd reach for another hire. You’re someone people actually want to be in the (remote) room with. This is a 15-person team, working on problems that don’t have clean answers. Kind, direct, and low-ego, you can give candid feedback without being an jerk, and you’re genuinely energized by this environment (not just tolerant of it). Why now is the moment to join This is a narrow window with unusually high leverage. We just came out of stealth, and we're growing fast.

The team is intentionally small, the equity reflects that, and the ceiling is high. You'd be joining early enough that the work you do now directly shapes what the company becomes and what's possible next. The advisor-facing product is being defined right now , by a small team that talks to advisors every day. We've just brought on our second firm—the real inflection point, where we start separating what generalizes from what was bespoke. The patterns you set become the foundation for every acquisition that follows. The consumer product is a blank page. We've never built directly for consumers until now—no legacy, no template. Whoever takes this on defines what the experience even is. The hard part is behind us, which means the interesting part is starting. The platform is live, the concept is proven, advisors have moved real client assets onto it. The work now is scaling a working system across four or five acquisitions this year—workflows, data, agents, reliability under real load.

A meeting lands on your calendar

If they’re a yes, I book the chat. You show up — that’s the whole job-hunt.