Drives end-to-end recruitment for executive leadership, AI/ML engineering, and product roles in a high-growth healthtech company. Partners with C-suite on talent strategies, executes diverse sourcing, and ensures exceptional candidate experiences. Requires 3+ years recruiting experience and bachelor's degree.

Hands-on technical recruiter owning full-cycle hiring for AI/ML engineers, infrastructure, full-stack, and GTM roles at a fast-growing AI startup. Leverages AI tools for sourcing and screening while managing agencies and candidate experience.

Coordinates candidate interview days, manages scheduling and logistics, partners with hiring managers, and improves recruiting processes to create exceptional experiences in a fast-paced environment.

Designs and delivers compensation programs including salary structures, incentive plans, and variable pay for Customer Experience teams. Partners with leadership, Revenue Operations, and Finance to align with business goals; requires 8+ years compensation experience.

Designs and delivers compensation programs including salary structures, incentives, and variable pay for Customer Experience. Partners with leadership, Revenue Ops, and Finance to align with business goals. Requires 6+ years in compensation, tech preferred.

Strategic recruiter partnering with research teams to source and hire top AI/ML researchers and engineers. Requires deep technical recruiting experience in specialized fields like ML/AI and high-stakes negotiations.

Build and scale People Operations systems for onboarding, compensation, benefits, compliance, performance, and culture at a high-growth AI company. Requires 5-10 years HR generalist experience in high-volume, non-exempt workforce environments.

Talent Acquisition Manager responsible for sourcing, headhunting, screening, and hiring top GTM talent in tech/SaaS. Requires 7+ years in TA for fast-growing environments, strong headhunting skills, and advisory experience with hiring managers.

Lead full-cycle recruiting for Engineering, Product, and Design roles at an AI startup. Source elite technical talent, partner with leadership on hiring plans, and deliver high-touch candidate experiences.

Leads talent operations team supporting 40+ recruiters, owning recruiting tech stack, headcount planning, interview operations, compliance, and candidate experience in a high-growth environment. Requires 8+ years experience with expertise in scalable recruiting systems.

Partners with leadership on people strategy, talent planning, org design, and performance management. Coaches managers and employees while analyzing people data to drive retention and business growth. Requires 8+ years HR experience.

Manages provider recruiting operations for court reporters, owning market targets, building scalable funnels, onboarding, and performance tracking. Requires 3+ years in high-volume staffing or marketplaces with leadership experience.

Technical Recruiter manages full-cycle recruiting for engineering, operations, and business roles at a robotics/AI startup. Sources passive technical talent, partners with hiring managers, and ensures excellent candidate experience. Requires 2+ years in technical recruiting.

Lead Nuro's Talent Acquisition team to scale recruiting for engineering, AI/ML, and operations roles. Build data-driven strategies, manage executive searches, and optimize hiring processes in a high-growth autonomous vehicle company.

Leads HR strategies for the Real Estate team focused on data center development, driving organizational development, change management, employee growth, engagement, and retention. Partners with leadership on performance management, career development, and talent planning in a fast-paced environment.

Identifies and sources technical candidates for engineering roles by collaborating with hiring managers, crafting engaging outreach, and leveraging creative strategies to fill high-volume and challenging searches. Focuses on data-driven metrics in a remote-first environment.

Strategic Technical Sourcer maps talent pools, builds proactive pipelines for engineering roles, and engages top passive technical candidates using data-driven strategies and specialized channels like GitHub and arXiv. Requires 2+ years sourcing experience in high-growth tech.

Strategic Talent Acquisition Partner owning full-cycle recruiting, workforce planning, and data-driven hiring strategy for a high-growth AI infrastructure company. Partners with leadership to anticipate talent needs and raise the hiring bar with 2+ years FLC experience required.

Designs and manages compensation plans focused on GTM roles, translating strategy into scalable incentives. Partners with leadership to ensure competitive, compliant plans using advanced Excel modeling. Requires 7+ years in sales comp design for enterprise SaaS.

Owns full-cycle recruiting for operations and other roles, partnering with GMs to build scalable hiring systems using tools like Ashby and Mercor's product. Focuses on technical operators for AI labs, driving metrics, candidate experience, and brand in a fast-growth environment.

Leads people strategy at a high-growth AI fintech startup, building performance management, compensation frameworks, and culture initiatives from foundational to strategic level. Partners with CEO on talent decisions, org design, and scaling from 50 to 200+ employees; requires 5-8+ years HR experience in startups.

Partners with engineering leaders to source, engage, and hire top technical talent while optimizing interview processes and meeting aggressive hiring goals. Requires 8+ years full-cycle recruiting experience in competitive markets.

Leads full-cycle talent acquisition for high-growth SaaS startup, owning candidate pipelines, automated workflows, and employer branding to hire top technical talent. Requires 2-4+ years experience in fast-paced environments and onsite NYC presence.

Strategic HR leader overseeing all people functions including recruiting, employee lifecycle, culture, and retention for a fast-growing real estate tech company. Requires 6+ years experience scaling people programs in startups.

Owns full-cycle recruiting for go-to-market, operations, finance, and corporate roles at a high-growth fintech startup. Partners with leadership to source top talent, design processes, and scale teams in a competitive market, requiring 7+ years experience.

Build and lead recruiting from scratch for a high-growth AI startup, owning sourcing, interviewing, processes, and metrics to hire top technical and forward-deployed talent. Requires hands-on operations focus, analytical mindset, and startup recruiting experience.

Owns full-cycle recruiting for technical and non-technical roles at a high-growth SaaS startup, building candidate pipelines via innovative sourcing like LinkedIn, managing ATS reporting, and partnering with leadership. Requires 1-8 years experience in fast-paced environments and strong networking skills.

Strategic People Partner embedded with EPD, GTM, and Ops leaders at a high-growth AI startup. Drives business outcomes through proactive people strategies, data-driven insights, AI automation, and leadership coaching. Requires 8+ years HRBP experience in tech.

Leads full-cycle recruiting with focus on engineering, operations, and GTM at a fast-growing fintech startup. Builds and scales recruiting function and team while hands-on sourcing and closing top talent in a competitive market. Requires 5+ years tech recruiting experience.

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.

Provides high-volume HR case and service delivery for assigned client groups, including performance management, offboarding, employee support, mobility, and exit interviews. The role requires 3–5 years of HR generalist experience, strong employment-law knowledge, clear documentation skills, and comfort using AI-enabled workflows.

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.

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.

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.

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.

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.

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.

The Talent Acquisition Manager will source, assess, and engage Sales, Marketing, and Support candidates while advising hiring managers and improving recruiting processes. The role requires hands-on experience in fast-growing or sales-led organizations, strong communication skills, and analytical rigor.

The Senior Recruiter will lead full-cycle hiring across technical and go-to-market teams, partnering with founders and executives to shape hiring strategy and build scalable recruiting processes. The role requires 5–7 years of recruiting experience, strong recruiting operations skills, and comfort managing multiple concurrent searches.

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 sourcing, screening, and hiring for go-to-market teams across Sales, Marketing, and Support in a fast-growing technology company. The role partners with hiring managers, delivers a strong candidate experience, and uses talent acquisition metrics to improve recruiting processes.

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.