Founding Senior Technical Recruiter

As a Founding Senior Technical Recruiter at our AI startup, your main responsibilities include partnering closely with the CEO and the founding team to understand hiring needs, building effective recruiting processes from the ground up, managing full-cycle recruiting for technical roles, and improving overall candidate experiences. You will also source, screen, and ultimately close for high-caliber candidates across various technical disciplines.

Ideal candidates for the Founding Senior Technical Recruiter position should possess at least 5 years of full-cycle technical recruiting experience. Furthermore, candidates should demonstrate a robust background in sourcing for AI/ML, engineering, and product roles, and have a proactive approach in a fast-paced startup setting. Bonus points for experience in recruiting for business or go-to-market roles!

Joining us as a Founding Senior Technical Recruiter comes with a comprehensive benefits package that includes competitive compensation, health, dental, and vision benefits fully covered by the company, flexible vacation policies, and team-building activities. Additionally, you will receive an AI tools stipend and support for immigration, ensuring a supportive work environment.

The Founding Senior Technical Recruiter plays a pivotal role in shaping our company's growth trajectory by identifying and attracting top talent that aligns with our innovative culture. By working closely with the CEO and founding team, you will not only influence our hiring strategy but also foster a collaborative and impactful environment that encourages professional growth and partnership.

This role is unique because you’ll have the opportunity to work directly with our high-caliber founding team and CEO to define the recruiting journey at a cutting-edge AI startup. With a compelling story of substantial financial backing and a focus on groundbreaking AI technology, you will be instrumental in shaping a community that makes a tangible impact in the field, all while growing within a fast-paced, supportive environment.

In answering this question, consider outlining your specific responsibilities, achievements, and how your experience has prepared you for the role. Mention metrics like positions filled and time-to-fill averages, as well as your processes for sourcing, vetting, and interviewing candidates.

Showcase your organizational skills and ability to assess urgency. Discuss methods you use to align priorities with company goals, potentially using a visual aid or project management tool, and how you maintain communication with hiring managers.

Elaborate on your use of diverse sourcing channels, including online platforms, networking, and industry events. Emphasize your ability to tap into passive candidates and leverage your professional network for recommendations.

Discuss your approach to communication, transparency, and feedback. You might mention tools you use to survey candidate experience or best practices you’ve implemented that led to improved candidate satisfaction or an enhanced recruitment brand.

Give a brief story about the hiring process of this individual, detailing the strategy used in sourcing, interviewing, and onboarding them. Highlight what made this candidate a good fit for the team and organization as a whole.

Discuss specific challenges, such as external market conditions or internal barriers, and how you successfully navigated these through innovative problem-solving and collaboration with your peers and leadership.

Mention resources you rely on such as industry conferences, online forums, webinars, and various publications. Show your passion for continuous learning and how it contributes to your recruiting strategies.

Illustrate your communication skills and conflict resolution strategies. Describe how you would facilitate a discussion to align expectations while focusing on the best interests of both the team and prospective candidates.

Share a specific instance where circumstances required you to adjust your recruiting strategy. Focus on the adaptability you exhibited, what led to the successful pivot, and the outcome of your revised approach.

Discuss key performance indicators (KPIs) such as time-to-hire, quality of hire, candidate satisfaction, and diversity metrics. Explain why these metrics matter and how they can drive improvements in the recruiting process.