Founding Technical Recruiter
Job description
About the role
The team builds the talent pipeline that powers Netic's AI revenue engine for essential services. You will own the end-to-end lifecycle for hard to find technical roles, balancing speed with precision in a data complex environment. Success is defined by your ability to source elite builders who thrive on hard applied AI problems and sustain high hiring quality over time. This role requires discretion, fairness, and clear communication while navigating ambiguous problem spaces and evolving toolsets. You will partner closely with hiring managers to translate Netic's frontier AI narrative into credible pitches that resonate with passive candidates. The position demands rigorous first principles reasoning, internal accountability, and a commitment to continuous learning about sourcing channels and evaluation methods. You will be measured on your capacity to move fast without compromising the candidate experience or fairness in people operations.
Key facts
What you'll do
Construct repeatable outreach workflows across email, LinkedIn, and community channels to surface elite builders long before they enter active job markets.
Design role-specific technical evaluations and onsite interview structures that reliably forecast on-the-job performance for applied AI positions.
Translate Netic's frontier-AI narrative into concise, credible pitches that turn interested candidates into same-day commitments through compelling storytelling.
Monitor hiring funnel metrics, time-to-hire, and conversion rates, then execute weekly experiments that keep quality high and cycles fast using data-driven decisions.
Own end-to-end funnel dashboards, map candidate journeys, and identify bottlenecks to optimize sourcing, screening, and hiring stages systematically.
Reframe complex technical visions into persuasive stories that compete effectively with research-lab level offers for passive candidates in niche technical communities.
Build scalable interview frameworks and ATS automations that speed hiring without degrading the candidate experience, ensuring consistency and fairness.
Run structured outreach A/B tests, analyze source-of-hire performance, and rapidly sunset underperforming tactics to maximize high-quality pipeline yield.
Partner with HR partners and people operations to align hiring practices with policy, performance management, and employee experience standards.
Support interviewers with calibrated questions, scorecards, and feedback loops to maintain rigorous evaluation standards across all roles.
Maintain strict confidentiality and exercise sound judgment when handling sensitive information and competing offers in high-stakes talent markets.
Champion experimentation by testing new sourcing channels, engagement tactics, and interview methods to sustain a best-in-class hiring engine.
Requirements
Bring a minimum of 3 years recruiting technical talent within high-growth startups or elite technical agencies, with a proven sourced-to-hire record.
Demonstrate advanced search techniques, referral loop design, and active engagement within niche technical communities relevant to applied AI and essential services.
Build scalable interview frameworks and ATS automations that speed hiring without degrading the candidate experience, showing mastery of HRIS and ATS systems.
Reframe complex technical visions into persuasive stories that compete effectively with research-lab level offers for passive candidates, requiring strong written communication and data literacy.
Own end-to-end funnel dashboards, run structured outreach A/B tests, and rapidly sunset underperforming tactics using clear metrics and first-principles reasoning.
Commit to fairness, discretion, and clear communication in all interactions with candidates, hiring managers, and cross-functional stakeholders.
Maintain a bias for action, executing relentlessly within a data complex environment while upholding rigorous standards for quality and compliance.
Show capacity to thrive in ambiguous problem spaces, leveraging tools and feedback cycles to iterate quickly and learn continuously about evolving role requirements.
Display empathy and judgment when handling sensitive information and disagreement, aligning with company values around integrity and accountability.
Practical notes
This position is based in San Francisco and operates as a full-time employment role. The team emphasizes relentless execution, customer obsession, craftsmanship, rigorous first-principles reasoning, and internal accountability. Typical interview steps
People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.
Good to know
Technical recruiters in AI often work with evolving toolsets and ambiguous problem spaces. Strong written communication and data literacy are essential in modern hiring workflows. Roles focused on applied AI frequently require comfort with complex data and fast feedback cycles. Building trusted relationships with hiring managers shapes success in high-stakes talent markets. Continuous learning about sourcing channels and evaluation methods is a common trait in high-performing recruiters.
Questions to ask
Useful questions for the interview: what a typical week looks like, how work is assigned, what tools the team uses, and how feedback works. Asking how the role has changed recently and what the team wishes it had known when joining is also reasonable. Questions about the manager's priorities are especially valued.
Career growth
People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.
About the company
Netic is the AI revenue engine for essential services who are the backbone of the American economy. With $43M in funding from Founders Fund, Greylock, Hanabi, and Dylan Field who led our Series B, we helped our customers book hundreds of thousands of jobs across services industries in North America.