Technical Recruiter (ex-Engineer) - China

BJAK is building the next-generation insurance and financial services platform - designed to be intuitive, intelligent and personalised. Presently we are the largest insurance platform in Southeast Asia, and expanding globally with a strong focus on technology and product superiority. We are looking for talented, ownership-minded individuals. In return, expect growth, trust, autonomy, ownership, rewards, and impact.

The Technical Recruiter role is designed for engineers who are interested in moving into talent acquisition while staying close to technology.

This is not an HR admin role. You will use your engineering background to identify, assess, and engage high-quality technical candidates, especially engineers. You will work closely with engineering leaders and senior TA team members to drive hiring with speed and accuracy.

This role suits someone who understands how engineers think, enjoys evaluating technical capability, and wants to apply that skill at scale through hiring.

• Own end-to-end hiring for engineering and technical roles, including sourcing, screening, interview coordination, and offer support.

• Source and engage engineers using technical and community-driven channels, including GitHub, Stack Overflow, technical forums, referrals, WeChat/Discord groups, and direct outreach - beyond traditional job boards.

• Conduct initial technical screens, assessing problem-solving ability, fundamentals, and engineering mindset (with support from engineering teams where needed).

• Partner closely with engineering hiring managers to clarify requirements, calibrate expectations, and keep hiring decisions moving.

• Coordinate interviews, feedback loops, and hiring decisions efficiently and professionally.

• Maintain accurate hiring data in the ATS and provide clear updates on pipeline health and hiring progress.

• Background in software engineering, computer science, or a technical role

• Strong understanding of how engineers work, think, and evaluate opportunities

• Interest in recruitment, people assessment, and hiring as a career path

• Ability to communicate clearly with both technical and non-technical stakeholders

• Comfortable learning recruiting tools, ATS systems, and sourcing techniques

• High sense of ownership, urgency, and follow-through

(Prior recruiting experience is not required. Strong engineers who want to transition into TA are encouraged to apply.)

• Transition into TA without losing your technical edge

• Stay deeply involved in engineering hiring and technical evaluation

• Work closely with senior engineers, tech leads, and leadership teams

• High-impact role where hiring quality directly shapes the company

• Flat structure - execution and results matter more than titles

• Competitive compensation with a clear growth path (Technical TA → Senior TA → TA Lead)

• Engineers curious about people, teams, and hiring quality

• Engineers who enjoy interviewing and mentoring others

• Engineers who want broader business impact without leaving tech entirely

• Engineers considering a long-term path in technical leadership or people roles