Head of Technical Recruiting Snorkel AI New York City, NY (Hybrid); San Francisco, CA (Hybrid

About Snorkel

At Snorkel, we believe meaningful AI doesn’t start with the model, it starts with the data.

We’re on a mission to help enterprises transform expert knowledge into specialized AI  AI landscape has gone through incredible changes since 2015, when Snorkel started as a research project in the Stanford AI Lab, to the generative AI breakthroughs of today. But one thing has remained constant: the data you use to build AI is the key to achieving differentiation, high performance, and production-ready systems.

We work with some of the world’s largest organizations to empower scientists, engineers, financial experts, product creators, journalists, and more to build custom AI with their data faster than ever before.

Excited to help us redefine how AI is built?

Snorkel AI is looking for a Head of Technical Recruiting to build and lead the technical recruiting engine that will support our next stage of growth. This leader will own the strategy, team, operating model, and execution required to hire exceptional talent across Engineering, Research, Product, Forward Deployed Engineering, and Applied AI Engineering.

This is a high-impact leadership role for someone who has built and scaled technical recruiting teams in hyper-growth startup environments, ideally from roughly 100 to 1,000 employees. We are looking for a builder: someone who knows how to design a recruiting function from the ground up, develop a high-performing team, partner deeply with technical leaders, and compete creatively for scarce talent in one of the most competitive markets in the world.

The ideal candidate has operated in the Bay Area technical talent market, understands the pace and ambiguity of high-growth startups, and brings strong instincts for hiring in AI, infrastructure, data, machine learning, developer tools, or other deeply technical domains.

• Lead and scale Snorkel AI’s technical recruiting function across Engineering, Research, Product, FDE, and Applied AI Engineering.
• Build, develop, and manage a high-performing team of technical recruiters, sourcers, and recruiting leaders as the company scales.
• Own the overall technical recruiting strategy, including workforce planning, pipeline development, sourcing strategy, candidate experience, closing strategy, and capacity planning.
• Partner closely with Engineering, Research, Product, and other technical leaders to understand business priorities and translate them into actionable hiring plans.
• Create a world-class recruiting operating model that balances speed, quality, rigor, and an exceptional candidate experience.
• Develop creative sourcing strategies for highly competitive technical and AI talent markets.
• Use data to identify bottlenecks, improve conversion, forecast hiring outcomes, and drive accountability across the recruiting process.
• Establish and track key technical recruiting metrics, including pipeline health, pass-through rates, time to fill, offer acceptance, source effectiveness, candidate experience, and quality of hire indicators.
• Coach hiring managers and interview teams on effective assessment, structured interviewing, calibration, and closing.
• Build scalable processes while remaining hands-on and close to the work where needed.
• Represent Snorkel AI externally as an employer of choice for world-class technical talent.

• Experience building and leading technical recruiting teams in a hyper-growth startup environment, ideally at a company scaling from approximately 100 to 1,000 employees.
• Deep experience recruiting for technical functions such as Engineering, Research, Product, Machine Learning, AI, Infrastructure, Data, Applied AI, or similar areas.
• Strong knowledge of the Bay Area technical talent market and competitive AI/startup hiring landscape.
• A track record of building recruiting teams, developing recruiters, and creating scalable recruiting practices.
• Experience partnering directly with senior technical and business leaders on hiring strategy, prioritization, tradeoffs, and execution.
• Strong data orientation, with the ability to use recruiting metrics to diagnose problems, drive decisions, and communicate progress.
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