Founding Recruiter

What you’ll do

Build the function

• Design and own Krea's approach to talent — philosophy, process, tooling, and the lightweight systems that make it scale without adding bureaucracy.
• Build pipelines across every function (engineers, researchers, product, design, GTM, ops, creatives).
• Create a candidate experience that reflects who we are: fast and thoughtful.

Find the right people

• Source across the obvious and non-obvious: industry networks, academia, open source, communities, personal projects, referrals, events.
• Go deep on candidates. Read the repos. Read the papers. Watch the demos. Understand what someone has actually built before you decide if they're worth pursuing.
• Build and maintain a strong network in AI/ML and engineering — or know how to build one quickly if you're newer to the space.

Own the process end to end

• Run full-cycle recruiting across all functions: sourcing, screening, scheduling, closing.
• Move fast and follow through. Stay informed on how the market is moving — where strong people are coming from, what candidates care about, how the competitive landscape is shifting.

People ops and the full employee experience

• Own onboarding: make sure every new hire's first weeks are well-structured, welcoming, and set them up for success quickly.
• Handle the operational side of the employee lifecycle - offer letters, employment agreements, and the day-to-day HR processes that a growing team needs.
• Be a trusted resource for the team on anything people-related: compensation questions, role clarity, team dynamics, career development.
• Work with leadership on culture as the team scales — what we want to preserve and what needs to evolve.

Immigration and visas

• Own immigration end to end.
• Manage active visa cases (H-1B, O-1, E-3, TN, STEM OPT extensions) in partnership with outside counsel: timelines, filings, status tracking, employee communication.

Represent Krea externally

• Shape how the outside world understands who we are through job descriptions, events, and the overall candidate experience.
• Contribute to employer brand as we grow — what Krea stands for as a place to work and why exceptional people should want to be here.

What we're looking for

• Builder mentality. You're comfortable starting from zero. You don't need a playbook handed to you. You'd rather design the right process than inherit someone else's.
• Breadth. You're not a specialist. You can hire across product, infra, AI research, GTM, ops, and creative roles — and support the people in those roles once they're here.
• Technical depth. Our team is deeply engineering-focused. You need to be able to evaluate technical work directly at the top of the funnel. An engineering background is the most natural path.
• A track record of closing strong people.
• Good judgment about people. Technical screens are part of it, but you also have strong instincts about motivation, culture, and fit.

What we offer

• Visa support (STEM OPT, OPT, H-1B, O-1, E-3).
• A chance to work closely with a world-class engineering and research team.
• Real ownership over how we hire and how we grow.
• Competitive compensation (75th percentile of market) with meaningful equity.