We are looking for a hands-on Recruiter to help us build that team.

Recruiting is the core of the role. You will work directly with leaders across Engineering, GTM, Product, and G&A to define what exceptional looks like, find people who are difficult to find, build a hiring process that reveals real ability, and close the people who can raise the level of Expo.

You will also help improve onboarding and the lightweight people systems required to support a small, exceptional company as we grow.

How We Build Teams at Expo

Fewer, better hires.

Talent density matters more than headcount. Every hire should meaningfully increase what the company can accomplish.

Everyone is a builder.

Building is not limited to Engineering. People across Expo create tools, automate work, use the product, run experiments, and solve problems directly.

Deep in one area, useful across many.

We value people with real depth in their craft who can also contribute outside a narrow job description when the company needs them.

Own the outcome.

There are no perfect swim lanes. Understand the problem, make good decisions, bring in the right people, and see the work through.

Keep systems simple.

We use technology, automation, and AI to increase what a small team can accomplish. Process should make good work easier, not create bureaucracy.

Create leverage.

The best work makes more than one person better. We look for tools, systems, decisions, and abstractions that make the entire company faster.

Taste matters.

As AI makes it easier to produce more, judgment becomes more valuable. We care deeply about craft, quality, clear thinking, and knowing what great looks like.

Stay close to developers.

We build for developers and the broader mobile community. Everyone at Expo should care about the people using our products and understand the problems they are trying to solve.

What You'll Be Responsible For:

Recruiting

• Recruit exceptional people across Engineering, Product, GTM, and G&A.
• Personally source, recruit, assess, and close candidates for our most important roles.
• Build a proactive sourcing engine that reaches people who are not actively looking.
• Partner with leaders to understand the business need behind each hire and define what exceptional performance looks like.
• Turn our hiring philosophy into useful scorecards, interview formats, competencies, and disqualifiers.
• Improve interviews so they reveal authentic ability, judgment, ownership, curiosity, and working style.
• Use work reviews, live demonstrations, technical discussions, and "show me" prompts where they reveal more than traditional interview questions.
• Build long-term relationships with exceptional people before we have an open role.

People and Onboarding

• Build onboarding that helps new hires understand Expo, our products, customers, culture, and expectations quickly.
• Partner with managers on clear ramp plans and expectations for new hires.
• Help create lightweight systems for feedback, performance, compensation, and career development.
• Coach leaders on hiring, team design, role clarity, and difficult performance decisions.
• Partner with Finance and leadership on thoughtful headcount planning and our revenue-per-employee goals.
• Identify unnecessary organizational complexity and opportunities to create leverage through better systems or automation.
• Help preserve what is distinctive about Expo as the company grows.

What Great Looks Like

• You are a builder who happens to work in recruiting. You create systems, experiment, use technology and AI, and personally jump into hard problems.
• You have recruited exceptional technical talent at a high-growth technology company. Experience with developer tools, infrastructure, open source, or deeply technical products is especially valuable.
• You can earn credibility with engineers, product leaders, and GTM builders because you are genuinely curious about their craft.
• You are excellent at finding people who are not applying, developing relationships with them, and bringing them from first conversation through close.
• You have strong judgment about people and can distinguish someone who interviews well from someone who will create sustained impact.
• You are comfortable challenging a hiring manager, reopening a search, or leaving a role open when the talent bar has not been met.
• You know recruiting is a team sport. You make hiring managers, interviewers, founders, and employees active participants in identifying and closing great people.
• You understand that great recruiting starts before a candidate enters the funnel. Building great products, doing great work, and sharing that work publicly creates the reputation that attracts exceptional people. You help Expo build that reputation.
• You prefer evidence over interview theater. You want to see what someone has built, how they think, how they make decisions, and how they work.
• You can move comfortably between recruiting strategy and the details of sourcing, interview preparation, candidate experience, closing, and onboarding.
• You communicate clearly, give candid feedback, and care deeply about building an exceptional company.

What Success Looks Like

In your first year, you will have:

• Built a repeatable sourcing engine for Expo's most important roles.
• Increased the number and quality of exceptional candidates entering our hiring process.
• Raised the quality and consistency of interviews across the company.
• Made hiring managers better at identifying and closing great people.
• Reduced our reliance on external recruiters.
• Built onboarding that gets new hires productive faster.
• Established lightweight people systems that can scale without adding unnecessary process.
• Helped Expo grow while maintaining a high talent bar, strong ownership, urgency, and a builder culture.

Perks and benefits

We offer competitive compensation and a supportive environment to help you do your best work:

• Compensation: Competitive salary + equity package.
• Health & Wellness: Comprehensive healthcare benefits (medical, dental, vision) - U.S. only.
• Retirement: 401(k) plan with company matching - U.S. only.
• Equipment budget: $6,000 to set up your ideal work setup (laptop, monitor, etc.).
• Flexible schedule: We care about outcomes, not 9-to-5 hours. Adjust your work schedule to when you're most productive.
• Flexible PTO: Take the time you need - employees average about 17 days off per year (in addition to regional holidays).
• Parental leave: 12-week fully paid parental leave for all new parents.
• Continuous learning: Annual budget for courses, books, or training to invest in your professional development.
• Community & Growth: Opportunities to speak at conferences, represent Expo at industry events, and attend regional meetups with the team.

Where we can hire

Expo is a distributed team that works mostly during North American hours. We are hiring across the United States.