hr
Posted Oct 9, 2025Founding Recruiter
at Datacurve
San Francisco, United StatesOn-site
Requirements
- - Own full-cycle recruiting: Source, assess, sell, and close candidates across technical (AI/ML/Eng) and ops roles.
- - Source creatively: Go beyond LinkedIn (GitHub, niche forums, personal networks) to surface hidden talent.
- YOU’LL SUCCEED HERE IF YOU HAVE - Proven full-cycle recruiting experience, especially in technical roles.
- - Comfort recruiting AI/ML talent; you know where to find them and how to get their attention.
- - Ability to operate in-person with us in SF (especially in the early stage) to embed with the team.
Benefits
- Recruiting is mission-critical to scaling this vision.
- - Close strategically: Tailor the pitch to each candidate’s motivations, explain equity/comp packages, and win against competition.
- - San Francisco market familiarity—strong local networks, norms, and understanding of compensation standards.
Additional details
- We’re building a gamified developer platform where tens of thousands of engineers create high-fidelity datasets that push LLM frontiers.
- 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.
- WHAT YOU’LL DO - Build recruiting from scratch: Design and implement the tools, processes, brand, and training to scale hiring.
- - 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.
- 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.
- - Teach & train: Help the team interview well, legally, and fairly; build structured processes and rubrics.
- - Startup experience—ideally as a founding or first recruiter, with bias toward small-company breadth over big-company depth.