Founding Technical Recruiter

Responsibilities

Own technical recruiting end-to-end

• Run full-cycle recruiting across engineering, data, and other technical roles, prioritizing data platform engineering.
• Own sourcing, screening, scheduling, references, offers, and closing.
• Build and maintain a live map of target Toronto engineers.
• Conduct outbound recruiting and write candidate messaging that reflects Terminal's standards.
• Track pipeline health, sourcing quality, hiring velocity, and time to offer acceptance.

Protect the technical bar and close senior talent

• Calibrate hiring standards with the CTO and technical leads before searches open.
• Hold the bar during debriefs and build consistent interview loops, scorecards, and debrief practices.
• Close senior and staff engineers with competing offers, including early-stage equity discussions.
• Review new hires at 90 days, six months, and twelve months and improve the hiring process based on findings.
• Track bar quality, close rate, and interviewer calibration.

Build the hiring operating system

• Own hiring metrics and recruiting operations in Ashby.
• Manage interviewer capacity and redistribute panels before workloads become excessive.
• Partner with leadership on headcount sequencing, role design, offer calibration, and hiring versus tooling decisions.
• Support employer branding by communicating Terminal's engineering culture to marketing and operations.
• Establish a weekly hiring review, funnel instrumentation, and an inheritable technical recruiting playbook.

First 90 days

• Map the Toronto engineering and data talent market.
• Take ownership of active technical searches, prioritizing data platform engineering.
• Establish weekly hiring reviews and baseline funnel metrics.
• Calibrate the technical bar with company leadership.
• Launch the first version of the technical recruiting operating system.

Six to twelve months

• Deliver the hiring plan while preserving talent density and interviewer capacity.
• Create a repeatable process for sourcing, screening, interview design, debriefs, closing, and onboarding feedback.
• Improve predictability across recruiting funnel metrics.
• Build the foundation for additional recruiting support.

Requirements

• 5+ years of recruiting experience, including at least two years owning full-cycle recruiting.
• In-house recruiting experience at an early-stage startup.
• Proven success closing senior and staff engineers in competitive markets.
• Experience handling compensation discussions involving early-stage equity.
• Ability to source technically, assess depth in engineering profiles, and hold credible conversations with senior and staff engineers.
• Strong pipeline and funnel management skills.
• Company-building mindset and comfort contributing to hiring strategy.
• Ability to work independently without a coordination team.
• Strong written communication skills.
• Hands-on use of AI across sourcing, screening, and scheduling, with an instinct to automate workflows.

Nice to have

• Experience as a company's first recruiter.
• Recruiting experience for highly technical products and staff.
• An existing network across Toronto's engineering and data communities.
• Experience working in a high-bar, talent-focused organization.

Compensation and benefits

• Base salary: $115,000-$152,000 CAD.
• Meaningful equity.
• Brand-new MacBook and computer equipment.
• Health and dental benefits.
• Flexible healthcare spending account.
• Personal spending account for professional development.