ARC
Jobin Joseph
Founder
“Building the future of gaming through ownership, problem-solving, and a mindset that goes beyond the job description.”
ARC looks beyond qualifications and resumes to evaluate what candidates can demonstrate. For engineering roles, this means examining projects, Git contributions, technical depth, and evidence of independent problem-solving. For operations and management roles, attention to detail, discipline, and the ability to identify patterns matter. Across every role, ARC values high agency, humility, a growth mindset, and the ability to learn. The goal is to build a team that takes ownership, solves problems independently, and makes the organization better equipped to handle future challenges.
At ARC, your contribution goes beyond your job description. As an early-stage company building across hardware, software, and gaming infrastructure, the organisation offers employees an opportunity to understand how products are conceived, developed, tested, and scaled. You are expected to bring initiative, learn from problems, and apply those learnings the next time a similar challenge arises. Technical candidates should be prepared to demonstrate their work, while candidates across other functions should be ready to show how they think, make decisions, and take responsibility. The trade-off is clear: an early-stage environment demands adaptability, consistent delivery, and a long-term mindset. In return, it offers direct access to decisions, meaningful ownership, and the opportunity to develop skills beyond a narrowly defined role.
- Proof of work
- High agency
- Problem-solving ability
- Attention to detail
- Team-first Mindset
- Long-term commitment
- Focus on short-term salary bumps
- Lack of learning mindset
- Lack of ownership
ARC's hiring philosophy is shaped by the realities of building an early-stage company with a lean team. Jobin describes a deliberate approach to evaluating candidates, with founders spending significant time understanding people before bringing them on board. For engineering roles, the emphasis is on practical evidence: projects, code contributions, technical depth, and the ability to explain one's work. For operations and management roles, the focus shifts towards discipline, attention to detail, sound judgement, and the ability to solve problems independently. One principle stands out: solving a problem once should make the team better equipped to solve it the next time. ARC values people who recognise patterns, learn quickly, and turn experience into better processes. Beyond competence, the company places significant importance on character. Jobin believes that building a startup is demanding enough without compromising on the quality of people working together. The right candidates should be capable, humble, collaborative, and genuinely invested in the team's success.
ARC's interview process is designed to assess both what candidates can do and who they are as colleagues. For engineering roles, the team begins with a defined job description and screens applicants against the requirements. A small assignment is then given to a shortlist of candidates to evaluate their cognitive thinking and problem-solving abilities. The team also reviews their Git history, code contributions, and previous projects. For other roles, the process includes checking relevant background information and assessing the candidate's suitability for the position. Candidates who progress further speak directly with Jobin and his co-founder, typically through 15–30-minute conversations about their motivations, vision, and the value they can bring to the team. References may also be sought through industry peers. The evaluation does not end with technical competence. During probation, ARC looks at communication, clarity of thought, collaboration, and how comfortably the candidate integrates with the team. The underlying principle is simple: hiring should assess the whole person, not just the performance on paper.
If you want to join ARC, show your work rather than simply describe your potential. For engineering candidates, build projects, maintain a demonstrable body of work, understand your technical decisions, and be prepared to explain what you have created. For operations and management candidates, demonstrate structured thinking, attention to detail, and examples of problems you have solved. Beyond skills, show that you can learn quickly, work well with others, and take responsibility for outcomes. Be prepared to discuss why you want to join an early-stage company and how you see yourself contributing to its long-term journey. Jobin's advice to candidates centres on three fundamentals: strong foundations in your field, the willingness to grow into greater responsibility, and the ability to win and learn as a team. You do not need to be the best in the business on day one. You do need the ambition, discipline, and mindset to keep getting better.