The opportunity

Right now, recruiting teams are using AI to do the same work a little faster. This job starts from a different premise: the company is the product, and recruiting is its growth funnel. You will map the tech ecosystem to find the best technologists in the world to join Ambrook, and build the systems that actually do the work: sourcing, follow-ups, tracking, reporting, all running on their own.

When the machine handles that, you get precious time back for the good stuff: the conversations, deciding who's really right for a team, and sharing the mission. A chance to use technology to make recruiting more human than it's been in a long time.

If you want to start a company someday, this seat is one of the highest leverage ones to be in. You'll be meeting some of the most interesting people in the ecosystem and understand how to engineer a growth funnel (the pipeline) and a product (the company) to get those people to join.

You'll work with our founding recruiter, building the automations, agents, and systems that take the grind out of hiring.

What you'll do

• Build systems that run on their own. Design the loops that source, reach out, and follow up on a cadence, holding state and getting sharper over time. The system notices who's paying attention - the ones who opened and clicked but never replied - and follows up.
• Engineer the sourcing surface. Great engineers don't live in keyword searches. Build the tooling and enrichment pipelines that find them where they actually are - X, open-source projects, builder communities, competitive programming circles - and turn interesting pockets of a dataset into targeted campaigns.
• Clear the busywork. Build the enrichment and prep that gathers context automatically, so the humans always walk in informed and time goes to the people worth talking to.
• Make the funnel talk. Create reporting loops that watch the pipeline and automatically flag when something's off, so a bad trend shows up on a Monday instead of in a retro six months later. Track the lagging signals too - the truest health metric is whether candidates, hired or not, send their friends our way months later.
• Build a network cultivation system. Map second-degree connections - the people whose friends and former teammates already work here - and orchestrate the system that catches talent at the right moment, a work anniversary or a team change, so good intros happen on time instead of by luck.
• Get us in the room. Help run the hackathons, events, and community gatherings where the best people actually show up. Some serendipity still has to happen in person.

About you

We're looking for a builder with real judgment about people. A few things that would make you a great fit:

• You're a great engineer. You see talent as one of the primary ways to build a generational company, and you're excited about applying your skills to building systems that bring great people to Ambrook.
• You think in systems, not one-offs. You'd rather build the thing that runs on its own every week than do the same task by hand again.
• You're extremely detail oriented. You don't drop balls (or rather, you don't drop the right balls when things get hectic).
• You're excited to build while the function is still taking shape - you see opportunity in ambiguity.
• You're a natural community builder and host. You love meeting people and you're probably already someone who is constantly connecting your friends and network with other interesting people and opportunities.
• Familiarity with LinkedIn and tools like Juicebox, Metaview, Pin, or Gem is a plus, along with sourcing experience in fintech, GTM, or early-stage startups - but if you're excellent at the dimensions above, we'll teach you what you need to know.