6+ years of full-cycle technical recruiting experience, preferably in high-growth or deep-tech environments.
Strong understanding of technical roles including Software Engineering, Machine Learning, Research, and Security.
Proven ability to source and close high-caliber passive candidates for both individual contributor and leadership positions.
Experience in building and scaling hiring systems with a focus on data-driven decision-making.
Fluency in structured interviewing techniques and competency rubrics.
Excellent communication skills with the ability to influence senior stakeholders effectively.
Commitment to inclusive hiring practices and enhancing candidate experience.
Responsibilities
Own full-cycle recruiting for various technical roles including software and machine learning.
Collaborate with engineering leadership to define hiring needs and success profiles.
Develop top-of-funnel strategies through targeted outreach and leveraging Mercor's products.
Source and negotiate offers with high-bar passive candidates, addressing objections effectively.
Design assessments to predict job performance and enhance candidate evaluation processes.
Coach hiring managers on structured interviewing and decision-making best practices.
Optimize hiring metrics and report on performance indicators regularly.
Benefits
Bi-annual performance bonus structure.
Generous equity grant vested over 4 years.
Up to $15k relocation bonus.
$10K housing bonus for proximity to the office.
$1.5K monthly stipend for meals.
$200 monthly laundry reimbursement.
$200 monthly personal wellness reimbursement.
Health, Dental, and Vision insurance.
Full Job Description
About the Role
As a Technical Recruiter at Mercor, you'll own full-cycle hiring across critical technical functions, partnering directly with the VP of Engineering, CTO, and engineering leadership. You'll play a foundational role in shaping our engineering organization as we scale one of the fastest-growing companies in the world.
What You'll Do
Own full-cycle recruiting across software, machine learning, research, infrastructure, security, and leadership roles.
Partner directly with the VP of Engineering, CTO, and Engineering Managers to define headcount plans, role outcomes, success profiles, and the hiring bar. Prioritize reqs against business goals.
Build top-of-funnel through targeted passive outreach, talent intelligence, referrals, events, and Mercor's own product (structured screens, automated work samples, and calibrated rubrics).
Source and close passive, high-bar candidates. Lead with a compelling narrative, handle objections, and drive offer strategy and negotiations aligned to leveling, comp bands, and market data.
Design assessments that predict on-the-job performance. Define competencies, calibrate rubrics, and keep raising signal quality.
Coach hiring managers and interviewers on structured interviewing, leveling, and decision hygiene.
Operationalize hiring systems. Track and optimize pass-through rates, time-in-stage, source yield, and diversity signals, and report weekly and quarterly with clear metrics and narrative.
Champion speed and quality: drive SLAs for same-day debriefs and fast offers, and maintain a consistently strong candidate experience.
Maintain a mapped bench of high-potential talent for critical and future roles.
Build Mercor's brand with top technical talent through campaigns, content, communities, and events. You'll be a face of Mercor for the engineers and researchers we want most.
Partner on dashboards, metrics, and process automation in Ashby and other recruiting systems.
What We're Looking For
6+ years of full-cycle technical recruiting, ideally in high-growth or deep-tech environments.
Deep familiarity with technical roles: SWE, MLE, Research, Applied AI, Security, Infrastructure, and TLM.
A proven track record of sourcing and closing passive candidates for high-bar IC and leadership roles.
Demonstrated ability to build and scale hiring systems, identify the right metrics, and make data-driven decisions.
Fluency with structured interviewing, competency rubrics, and recruiting analytics.
Strong communication skills and the ability to influence senior stakeholders, including the VP of Engineering, the CTO, and cross-functional leaders, at pace.
Commitment to inclusive hiring and an excellent candidate experience.
Familiarity with Ashby, or the ability to pick up new tools quickly.
Nice to Haves
Experience as a founding technical recruiter or early-stage builder.
Experience hiring ML researchers or research engineers at an AI lab.
Interest in the human data / AGI space.
A technical degree or professional engineering experience.
Compensation & Benefits
Bi-annual performance bonus structure
Generous equity grant vested over 4 years
Up to $15k Relocation bonus
$10K housing bonus (if you live within 0.5 miles of our office)
