Supports top-of-funnel recruiting for non-technical roles like business operations, sales, and marketing by sourcing, engaging, and qualifying candidates via creative outbound strategies and ATS tools. Requires 2-3 years sourcing experience, strong communication, and comfort with high-volume pipelines.
Sources and engages technical talent for engineering, product, and data roles using creative strategies and tools like LinkedIn Recruiter. Partners with recruiters to build strong hiring pipelines at a fast-growing fintech startup, requiring 2-3 years of technical sourcing experience.
Manages HR systems, compliance, payroll, benefits, and employee lifecycle processes in a fast-growing fintech/crypto company. Optimizes tools like HRIS/ATS, ensures global regulatory compliance, and provides people analytics for leadership.
Build and scale recruiting function from scratch for rapid growth, sourcing, selling, and closing technical engineering and GTM roles while developing infrastructure and leading a team. Requires 6-10 years recruiting experience with technical background and management of teams.
Support Go To Market Team as HR Business Partner by executing HR programs, coaching managers, handling employee queries, and optimizing processes in a high-growth environment. Requires 3-5 years HR experience and knowledge of employment laws.
Lead a technical recruiting team to hire engineering talent in systems, AI, software, and robotics. Manage full-cycle recruiting, mentor recruiters, track metrics, and partner with engineering leaders for senior hires.
Builds and operates Valon’s narrative and external brand engine to create credible storytelling, high-signal content, and recruiting assets that drive talent conversion and hiring outcomes. Partners across functions to turn internal proof into external credibility through founder voice and targeted distribution.
Strategic HR Business Partner supporting employee lifecycle, performance, and culture initiatives for corporate teams in a high-growth health tech company. Partners with leadership on org design, compliance, and people programs requiring 5+ years HR experience.
Technical Sourcer builds talent pipelines and sourcing strategies for engineering teams in autonomy software, hardware, and infrastructure. Requires 4+ years full-cycle sourcing experience and technical aptitude evaluation skills.
Lead full-cycle recruiting for Engineering teams globally, partnering with senior leaders to shape strategy, design assessments, and close top technical talent in competitive markets. Requires 10+ years experience in technical recruiting.
Own end-to-end recruiting for sales, GTM, and G&A roles at a fast-growing AI infrastructure company. Partner with leaders to set hiring standards, source top talent, and deliver exceptional candidate experiences.
Full-cycle recruiter owning GTM hiring for Sales, Sales Ops, Solutions, and Customer Success at a high-growth AI startup. Requires 4+ years of GTM recruiting experience in fast-paced environments.
Leads recruiting team focused on Engineering or Emerging Talent, owning hiring strategy, team development, and data-driven decisions to scale world-class talent acquisition at a high-growth fintech.
Senior HR Business Partner supporting Engineering and Retail teams with performance management, employee relations, talent programs, and scaling people initiatives in a hybrid role.
Leads outbound sourcing for technical roles like software engineers, identifying top talent via LinkedIn and GitHub, crafting personalized outreach, and building long-term relationships. Requires 1-4+ years technical sourcing experience with focus on quality over volume.
Technical Recruiter partners with hiring managers on full-cycle recruiting for deep-tech roles, focusing on sourcing passive talent in ML and research, building pipelines, and driving process excellence in a hybrid environment.
Technical Recruiter owning full-cycle recruiting for engineering and operations roles at a high-growth AI startup. Partners with founders to source, pipeline, and close top technical talent with 4+ years experience.
Manages HR systems, employee lifecycle, compliance, and operations for a global workforce in a hyper-growth startup. Requires 4-7 years in People Ops/HR with international experience and process-building expertise.
Recruits top GTM talent (sales, marketing, BD) for a fast-scaling AI startup using AI-powered tools. Owns full recruiting cycle, builds scalable systems, and partners with founders. Requires 5+ years in high-growth tech recruiting and SF market knowledge.
Leads and optimizes global talent management programs including performance cycles, engagement surveys, and people analytics for 5,000+ employees. Requires 8+ years in HR tech or related fields with strong systems fluency and analytical skills.
Owns full-cycle recruiting for technical and product roles at a high-growth startup, partnering with CTO to source top engineering talent using AI tools and creative strategies. Requires 8+ years experience, strong sourcing skills, and thrives in fast-paced, in-person environment.
Leads full-cycle recruiting for senior and staff-level engineering roles in a hyper-growth tech environment. Partners with hiring managers to build pipelines, source top talent using creative strategies and AI tools, and ensure smooth candidate experiences.
Strategic HR Business Partner to R+D executives, shaping people strategy, org design, performance management, and leadership development in a high-growth environment.
Technical Recruiter sourcing and closing top engineering talent in crypto/DeFi for a remote-first quantitative research firm. Requires 5+ years technical recruiting experience, crypto knowledge, and community sourcing skills.
Senior Technical Recruiter responsible for full-cycle recruiting of Senior and Staff+ Engineering talent at a hyper-growth tech company. Requires 5+ years tech recruiting experience with a strong track record closing specialized engineering roles.
Founding recruiter builds talent function from scratch, owns full-cycle recruiting across engineering/AI/product/GTM, handles people ops, onboarding, immigration/visas, and employer brand for fast-growing AI creative tools company.
Sources and qualifies top talent for GTM and Engineering roles using data-driven recruiting processes. Partners with leadership to build high-performing teams, emphasizing speed, ownership, and results over prior recruiting experience.
GTM Recruiter partners with Go-to-Market teams to own end-to-end recruiting processes, from sourcing diverse talent to closing offers, using data and market insights. Requires 5+ years full-cycle recruiting experience in high-growth SaaS, with expertise in Sales and GTM roles.
Senior Staff Technical Sourcer to own top-of-funnel talent discovery, market mapping, and proactive candidate pipelines for specialized engineering roles in aerospace, autonomy, AI, and hardware. Build AI-powered sourcing systems, provide market intelligence to leaders, and coach teams on advanced sourcing strategies.
People Operations Manager building HR infrastructure, talent programs, and culture for a fast-growing AI startup scaling from 40 to 80 employees. Owns full employee lifecycle, compliance, immigration, and engagement initiatives in a high-ambiguity environment.
Leads and scales the recruiting function for a high-growth startup, setting hiring targets, driving sourcing strategies, optimizing processes, and leading executive searches across technical and business roles. Requires 6+ years in full-cycle recruiting with 3+ years in leadership.
Leads end-to-end technical recruiting for engineering teams at a leading drone company, partnering with senior leaders on hiring strategy, building diverse talent pipelines for niche tech domains, and mentoring recruiters. Requires deep expertise in recruiting for cloud, mobile, infrastructure, embedded, or hardware engineering.
Partners with CEO to own sourcing strategy and scale recruiting for fast-growing AI imaging company. Requires 5+ years tech/AI recruiting experience, advanced sourcing beyond LinkedIn basics, and strong execution focus.
Owns full-cycle technical recruiting to scale hiring at a high-growth fintech startup, building diverse talent pipelines, partnering with hiring managers on structured processes, and closing top talent. Requires 5+ years experience in technical recruiting for startups.
Leads full-cycle recruiting for technical engineering roles in hardware, software, and semiconductor fields at a fast-paced startup. Partners with leadership to source top talent, manage candidate experiences, and close hires with equity fluency. Requires 3+ years experience.
Owns end-to-end technical recruiting for Hardware Operations (Manufacturing Engineering, Supply Chain, Production), sourcing elite talent, advising hiring leaders, and driving exceptional candidate experiences in a growth-stage drone company.
Owns end-to-end technical recruiting for engineering and operations teams at a drone startup, sourcing elite talent in specialized areas like cloud, mobile, infrastructure, and hardware while advising hiring leaders and driving process improvements.
Leads and scales recruiting function to attract top engineering, product, design, and business talent. Partners with leadership to align strategies with business goals, builds employer brand, and drives data-informed hiring processes. Requires 12+ years in talent acquisition with 5+ years leading teams.
Owns full-cycle technical recruiting for engineering, product, and design teams in a high-growth startup. Partners with leadership to source top talent, design interviews, and scale teams using advanced sourcing and metrics.
Manages full-cycle recruitment for business teams like Sales, HR, Legal, and Finance, partnering with hiring managers to source, screen, and hire top talent while managing 10-12 requisitions. Requires 3+ years of recruiting experience in high-growth environments and strong organizational skills.
Owns full-cycle recruiting for technical engineering roles, sourcing top talent via creative channels like GitHub and Stack Overflow, managing pipelines, and partnering with engineering leaders. Requires 1-5 years technical recruiting experience in high-growth environments.
Founding Recruiter builds and manages full-cycle recruiting pipelines for technical and non-technical roles at an early-stage AI automation startup. Partners with CEO and hiring managers to source, strategize, and close top AI/ML and engineering talent in NYC. Requires 2-5 years in-house recruiting with 2+ years in technical roles.
Talent Pipeline for future security expert roles at Trail of Bits, a cybersecurity firm. Express interest via resume and note on preferred roles; applications reviewed regularly as positions open.
Senior Recruiter owning full-cycle hiring across functions at a fast-growing AI healthcare startup. Requires 7+ years agency + in-house recruiting experience with strong analytical and stakeholder management skills.
Partners with Head of Talent to source and manage candidate pipelines for company-wide tech roles at a fast-scaling AI startup. Requires 2-6 years recruiting experience in NYC tech startups, strong communication, and passion for AI; fully in-office.
As a Technical Recruiter (Defense), you will partner with engineering and program leadership to design and execute hiring strategies for software engineering talent in the defense business unit. This role focuses on scaling a high-priority team building technology at the intersection of autonomy and national security.
Manages full-lifecycle recruiting for Research and Engineering teams in quantitative finance and technology, sourcing top talent in data science, ML, and software engineering. Requires 3+ years experience in technical hiring and bachelor's degree.
Coordinates interview scheduling, candidate hosting, and ATS management to support recruiting efforts. Requires 1+ year in admin/ops role, strong organization, and 2-3 days/week in-office.
Designs and owns end-to-end hiring lifecycle for business/product teams, sourcing exceptional talent, managing pipelines data-drivenly, and building team relationships. Requires 1+ years recruiting experience and strong problem-solving skills.
Sources and hires top engineering talent for AI and software roles, partnering with hiring managers to manage full-cycle recruitment in a fast-paced environment. Requires 3+ years technical recruiting experience and deep knowledge of AI/ML trends.
Supports top-of-funnel recruiting for non-technical roles like business operations, sales, and marketing by sourcing, engaging, and qualifying candidates via creative outbound strategies and ATS tools. Requires 2-3 years sourcing experience, strong communication, and comfort with high-volume pipelines.
Sources and engages technical talent for engineering, product, and data roles using creative strategies and tools like LinkedIn Recruiter. Partners with recruiters to build strong hiring pipelines at a fast-growing fintech startup, requiring 2-3 years of technical sourcing experience.
Manages HR systems, compliance, payroll, benefits, and employee lifecycle processes in a fast-growing fintech/crypto company. Optimizes tools like HRIS/ATS, ensures global regulatory compliance, and provides people analytics for leadership.
Build and scale recruiting function from scratch for rapid growth, sourcing, selling, and closing technical engineering and GTM roles while developing infrastructure and leading a team. Requires 6-10 years recruiting experience with technical background and management of teams.
Support Go To Market Team as HR Business Partner by executing HR programs, coaching managers, handling employee queries, and optimizing processes in a high-growth environment. Requires 3-5 years HR experience and knowledge of employment laws.
Lead a technical recruiting team to hire engineering talent in systems, AI, software, and robotics. Manage full-cycle recruiting, mentor recruiters, track metrics, and partner with engineering leaders for senior hires.
Builds and operates Valon’s narrative and external brand engine to create credible storytelling, high-signal content, and recruiting assets that drive talent conversion and hiring outcomes. Partners across functions to turn internal proof into external credibility through founder voice and targeted distribution.
Strategic HR Business Partner supporting employee lifecycle, performance, and culture initiatives for corporate teams in a high-growth health tech company. Partners with leadership on org design, compliance, and people programs requiring 5+ years HR experience.
Technical Sourcer builds talent pipelines and sourcing strategies for engineering teams in autonomy software, hardware, and infrastructure. Requires 4+ years full-cycle sourcing experience and technical aptitude evaluation skills.
Lead full-cycle recruiting for Engineering teams globally, partnering with senior leaders to shape strategy, design assessments, and close top technical talent in competitive markets. Requires 10+ years experience in technical recruiting.
Own end-to-end recruiting for sales, GTM, and G&A roles at a fast-growing AI infrastructure company. Partner with leaders to set hiring standards, source top talent, and deliver exceptional candidate experiences.
Full-cycle recruiter owning GTM hiring for Sales, Sales Ops, Solutions, and Customer Success at a high-growth AI startup. Requires 4+ years of GTM recruiting experience in fast-paced environments.
Leads recruiting team focused on Engineering or Emerging Talent, owning hiring strategy, team development, and data-driven decisions to scale world-class talent acquisition at a high-growth fintech.
Senior HR Business Partner supporting Engineering and Retail teams with performance management, employee relations, talent programs, and scaling people initiatives in a hybrid role.
Leads outbound sourcing for technical roles like software engineers, identifying top talent via LinkedIn and GitHub, crafting personalized outreach, and building long-term relationships. Requires 1-4+ years technical sourcing experience with focus on quality over volume.
Technical Recruiter partners with hiring managers on full-cycle recruiting for deep-tech roles, focusing on sourcing passive talent in ML and research, building pipelines, and driving process excellence in a hybrid environment.
Technical Recruiter owning full-cycle recruiting for engineering and operations roles at a high-growth AI startup. Partners with founders to source, pipeline, and close top technical talent with 4+ years experience.
Manages HR systems, employee lifecycle, compliance, and operations for a global workforce in a hyper-growth startup. Requires 4-7 years in People Ops/HR with international experience and process-building expertise.
Recruits top GTM talent (sales, marketing, BD) for a fast-scaling AI startup using AI-powered tools. Owns full recruiting cycle, builds scalable systems, and partners with founders. Requires 5+ years in high-growth tech recruiting and SF market knowledge.
Leads and optimizes global talent management programs including performance cycles, engagement surveys, and people analytics for 5,000+ employees. Requires 8+ years in HR tech or related fields with strong systems fluency and analytical skills.
Owns full-cycle recruiting for technical and product roles at a high-growth startup, partnering with CTO to source top engineering talent using AI tools and creative strategies. Requires 8+ years experience, strong sourcing skills, and thrives in fast-paced, in-person environment.
Leads full-cycle recruiting for senior and staff-level engineering roles in a hyper-growth tech environment. Partners with hiring managers to build pipelines, source top talent using creative strategies and AI tools, and ensure smooth candidate experiences.
Strategic HR Business Partner to R+D executives, shaping people strategy, org design, performance management, and leadership development in a high-growth environment.
Technical Recruiter sourcing and closing top engineering talent in crypto/DeFi for a remote-first quantitative research firm. Requires 5+ years technical recruiting experience, crypto knowledge, and community sourcing skills.
Senior Technical Recruiter responsible for full-cycle recruiting of Senior and Staff+ Engineering talent at a hyper-growth tech company. Requires 5+ years tech recruiting experience with a strong track record closing specialized engineering roles.
Founding recruiter builds talent function from scratch, owns full-cycle recruiting across engineering/AI/product/GTM, handles people ops, onboarding, immigration/visas, and employer brand for fast-growing AI creative tools company.
Sources and qualifies top talent for GTM and Engineering roles using data-driven recruiting processes. Partners with leadership to build high-performing teams, emphasizing speed, ownership, and results over prior recruiting experience.
GTM Recruiter partners with Go-to-Market teams to own end-to-end recruiting processes, from sourcing diverse talent to closing offers, using data and market insights. Requires 5+ years full-cycle recruiting experience in high-growth SaaS, with expertise in Sales and GTM roles.
Senior Staff Technical Sourcer to own top-of-funnel talent discovery, market mapping, and proactive candidate pipelines for specialized engineering roles in aerospace, autonomy, AI, and hardware. Build AI-powered sourcing systems, provide market intelligence to leaders, and coach teams on advanced sourcing strategies.
People Operations Manager building HR infrastructure, talent programs, and culture for a fast-growing AI startup scaling from 40 to 80 employees. Owns full employee lifecycle, compliance, immigration, and engagement initiatives in a high-ambiguity environment.
Leads and scales the recruiting function for a high-growth startup, setting hiring targets, driving sourcing strategies, optimizing processes, and leading executive searches across technical and business roles. Requires 6+ years in full-cycle recruiting with 3+ years in leadership.
Leads end-to-end technical recruiting for engineering teams at a leading drone company, partnering with senior leaders on hiring strategy, building diverse talent pipelines for niche tech domains, and mentoring recruiters. Requires deep expertise in recruiting for cloud, mobile, infrastructure, embedded, or hardware engineering.
Partners with CEO to own sourcing strategy and scale recruiting for fast-growing AI imaging company. Requires 5+ years tech/AI recruiting experience, advanced sourcing beyond LinkedIn basics, and strong execution focus.
Owns full-cycle technical recruiting to scale hiring at a high-growth fintech startup, building diverse talent pipelines, partnering with hiring managers on structured processes, and closing top talent. Requires 5+ years experience in technical recruiting for startups.
Leads full-cycle recruiting for technical engineering roles in hardware, software, and semiconductor fields at a fast-paced startup. Partners with leadership to source top talent, manage candidate experiences, and close hires with equity fluency. Requires 3+ years experience.
Owns end-to-end technical recruiting for Hardware Operations (Manufacturing Engineering, Supply Chain, Production), sourcing elite talent, advising hiring leaders, and driving exceptional candidate experiences in a growth-stage drone company.
Owns end-to-end technical recruiting for engineering and operations teams at a drone startup, sourcing elite talent in specialized areas like cloud, mobile, infrastructure, and hardware while advising hiring leaders and driving process improvements.
Leads and scales recruiting function to attract top engineering, product, design, and business talent. Partners with leadership to align strategies with business goals, builds employer brand, and drives data-informed hiring processes. Requires 12+ years in talent acquisition with 5+ years leading teams.
Owns full-cycle technical recruiting for engineering, product, and design teams in a high-growth startup. Partners with leadership to source top talent, design interviews, and scale teams using advanced sourcing and metrics.
Manages full-cycle recruitment for business teams like Sales, HR, Legal, and Finance, partnering with hiring managers to source, screen, and hire top talent while managing 10-12 requisitions. Requires 3+ years of recruiting experience in high-growth environments and strong organizational skills.
Owns full-cycle recruiting for technical engineering roles, sourcing top talent via creative channels like GitHub and Stack Overflow, managing pipelines, and partnering with engineering leaders. Requires 1-5 years technical recruiting experience in high-growth environments.
Founding Recruiter builds and manages full-cycle recruiting pipelines for technical and non-technical roles at an early-stage AI automation startup. Partners with CEO and hiring managers to source, strategize, and close top AI/ML and engineering talent in NYC. Requires 2-5 years in-house recruiting with 2+ years in technical roles.
Talent Pipeline for future security expert roles at Trail of Bits, a cybersecurity firm. Express interest via resume and note on preferred roles; applications reviewed regularly as positions open.
Senior Recruiter owning full-cycle hiring across functions at a fast-growing AI healthcare startup. Requires 7+ years agency + in-house recruiting experience with strong analytical and stakeholder management skills.
Partners with Head of Talent to source and manage candidate pipelines for company-wide tech roles at a fast-scaling AI startup. Requires 2-6 years recruiting experience in NYC tech startups, strong communication, and passion for AI; fully in-office.
As a Technical Recruiter (Defense), you will partner with engineering and program leadership to design and execute hiring strategies for software engineering talent in the defense business unit. This role focuses on scaling a high-priority team building technology at the intersection of autonomy and national security.
Manages full-lifecycle recruiting for Research and Engineering teams in quantitative finance and technology, sourcing top talent in data science, ML, and software engineering. Requires 3+ years experience in technical hiring and bachelor's degree.
Coordinates interview scheduling, candidate hosting, and ATS management to support recruiting efforts. Requires 1+ year in admin/ops role, strong organization, and 2-3 days/week in-office.
Designs and owns end-to-end hiring lifecycle for business/product teams, sourcing exceptional talent, managing pipelines data-drivenly, and building team relationships. Requires 1+ years recruiting experience and strong problem-solving skills.
Sources and hires top engineering talent for AI and software roles, partnering with hiring managers to manage full-cycle recruitment in a fast-paced environment. Requires 3+ years technical recruiting experience and deep knowledge of AI/ML trends.