Founding Recruiter

We’re building a gamified developer platform where tens of thousands of engineers create high‑fidelity datasets that push LLM frontiers. Recruiting is mission‑critical to scaling this vision. As our Founding Recruiter
, you’ll build the function from zero: systems, process, and brand. You’ll start as a player‑coach—sourcing, selling, and closing top talent—then grow into leading a team that scales with us.

• Build recruiting from scratch: Design and implement the tools, processes, brand, and training to scale hiring.

• Own full‑cycle recruiting: Source, assess, sell, and close candidates across technical (AI/ML/Eng) and ops roles.

• Be a player‑coach: Execute searches hands‑on today, while building the roadmap for a future team.

• Improve speed and quality: Shorten time‑to‑fill, track funnel metrics, and instill rigor into every stage of hiring.

• Champion candidate experience: Protect our brand, ensure fast response times, and run a respectful, engaging process.

• Run great intakes: Partner with hiring managers to deeply understand roles, set priorities, and flex across disciplines.

• Source creatively: Go beyond Linked In (Git Hub, niche forums, personal networks) to surface hidden talent.

• Close strategically: Tailor the pitch to each candidate’s motivations, explain equity/comp packages, and win against competition.

• Teach & train: Help the team interview well, legally, and fairly; build structured processes and rubrics.

• Proven full‑cycle recruiting experience
  , especially in technical roles.

• Startup experience
  —ideally as a founding or first recruiter, with bias toward small‑company breadth over big‑company depth.

• San Francisco market familiarity
  —strong local networks, norms, and understanding of compensation standards.

• Demonstrated scrappy sourcing chops
  —you can show us creative tactics that worked.

• Strong closer skills—able to handle competitive offers and tailor sell‑stories to candidate motivations.

• Comfort recruiting AI/ML talent
  ; you know where to find them and how to get their attention.

• Excellent written & verbal communication with low ego and high EQ
  .

• Ability to operate in‑person with us in SF (especially in the early stage) to embed with the team.

• A structured mindset: clarity on non‑negotiables vs flex areas
  , and how to prioritize candidate profiles.

• Scrappy, resourceful, and relentless in sourcing.

• Clear communicator who thrives in ambiguity.

• Values‑driven: cares about mutual fit, not just closing.

• Excited to build something foundational at an early‑stage startup.