6+ years of full-cycle technical recruiting experience in high-growth environments, focusing on engineering, infra, ML, or research roles.
Experience in companies with a high engineering bar and strong operational execution.
Proven ability to build engineering pipelines from scratch, demonstrating hands-on sourcing skills.
Technically credible, able to engage in meaningful conversations with candidates on various technical topics.
Strong outbound selling skills, with a track record of winning competitive offers against major tech firms and startups.
Exceptional judgment in candidate evaluation, maintaining a high bar for hiring decisions.
Excellent written communication skills, ensuring timely candidate follow-ups and updates.
Highly organized and proactive, capable of managing multiple searches simultaneously.
Responsibilities
Own and design technical hiring processes to attract top engineering talent.
Execute sourcing and recruiting processes with precision and efficiency.
Build candidate pipelines for various technical roles, including staff-level infra engineers and ML researchers.
Revise and enhance the technical interview loop to improve candidate assessment accuracy.
Collaborate closely with leadership and founders to align hiring strategies with company goals.
Maintain a high standard in candidate evaluation, providing clear justifications for hiring decisions.
Proactively share updates and manage multiple searches to keep hiring on track.
Benefits
Opportunity to shape the hiring strategy at a growing company.
Direct partnership with leadership and founders.
Real latitude to influence recruiting processes and systems.
Engagement in high-impact projects that enhance candidate experience.
Possibility to contribute to employer branding initiatives.
Full Job Description
The role
You'll own technical hiring at Fragment. This is a strategic operator role, where you'll bring sharp opinions on how to design our systems and processes in order to attract the best engineers in the world, while executing sourcing and recruiting processes flawlessly. While opinionated, you're low ego and execute based on what's best for the team.
You'll be among the first few talent hires at Fragment, partnering directly with our leadership and the founders. In a given week you might be building a pipeline for a staff-level infra engineer, closing an ML researcher against a frontier-lab offer, and rewriting our technical interview loop so it predicts better. You'll have real latitude to shape how we hire.
What we're looking for
6+ years of full-cycle technical recruiting experience at a high growth company, with most of that time spent on engineering, infra, ML, or research roles
You've seen recruiting done well at a company with a high engineering bar and value tight operational execution
Targeted sourcing on niche, challenging searches: you can show us engineering pipelines you built from scratch, not just reqs you managed; and you have been doing the top of funnel work yourself
Technically credible. You can hold a conversation with just about any level of candidate about any technical topic. When a search is ambiguous, you do the work to understand the role precisely, and your candidate shortlists are always highly calibrated
Outbound selling. You're able to convince passive engineers to take a call, and you have lived experience winning competitive offers against big tech, well-funded startups, and AI labs
Strong judgment on candidates: you hold a high bar and can defend a no as clearly as a yes
You write well and move fast; candidates hear from you the same day, not the next week
Organized and proactive. You're able to juggle many searches at once and share updates proactively to keep everything on track
You're a big picture thinker who can dive into the details with ease, passionate about recruiting craft and candidate experience, and want to build the best internal systems to support hiring at scale
You hold yourself to an exceptionally high standard and cannot work any other way; this is just how you're wired
Bonus points
Technical employer brand work: engineering blog, open source, conference and meetup presence, referral programs that actually produced hires
You care about keeping ATS data clean and building systems to manage this at scale
You keep a close eye on your recruiting metrics and may have come up with your own metrics that typically aren't tracked by recruiting teams
You love building and may have vibe coded some recruiting tools in your free time (please share!)
