What you’ll do

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.

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.

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.

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.

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.

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.