The RoleYour mission: build and qualify pipelines for our hardest technical searches, so that every priority role carries a healthy top-of-funnel of closable, calibrated candidates.
You'll own top-of-funnel for engineering and science searches end to end - market mapping, channel development, outreach, and first qualification - working directly with the rest of the Talent team and with the hiring managers whose searches you carry.
Success in the first six months looks like:
- You've mapped the market for our research-engineer search - across labs, HPC, quant, and PhD-exit channels - and turned it into living pipeline, validated with hiring managers.
- Your outreach converts. Personalized, content-led campaigns that prospects actually answer - and that turn into screens, not just replies.
- Hires are landing that began as your sourced candidates.
- You've built infrastructure that outlasts any one search: talent pools, nurture sequences, clean tracking, channels we didn't have before you.
What Will Help You Succeed- 3+ years of technical sourcing on genuinely hard searches - niche engineering, research, or infrastructure profiles.
- Research craft beyond LinkedIn: GitHub, papers, patents, conference talks, communities. You find people who can't be found by filter.
- Outreach writing that demonstrably converts - you can show us the messages and the numbers.
- A data-driven practice: you optimize your own funnel by root cause and can walk us through a time you diagnosed and fixed one.
- You prioritize your own workload without supervision.
- An AI-native sourcing stack: you experiment with semantic search, enrichment, and automation tools, and you're constantly hunting for alpha.
- Curiosity and willfulness, in equal measure.
This role is probably not for you if:- Your sourcing is LinkedIn Recruiter plus saved Boolean strings, full stop.
- Volume sequences are your strategy - you can't personalize at quality, or don't want to.
- You need requisitions pre-qualified and target profiles handed down before you can start.
- You see sourcing as something to escape rather than a craft to master first. (This seat can grow into full-cycle recruiting as we scale - but it starts with wanting to be great at this.)
- Five days a week in our San Francisco office isn't workable for you. The calibration conversations that make sourcing precise happen in the room.
Why You Might Be Excited About Alembic- Searches with real degree-of-difficulty: CUDA/C++ research engineers, supercomputer SREs, data-platform builders. Work that makes you better, for stakes that matter - the company's growth plan runs through the searches you build.
- A story engineers actually answer outreach about: Causal AI for Fortune 100 companies, mathematics running on one of the world's fastest private supercomputers. Your messages get to be interesting because the truth is.
- AI-native by design: We'll fund your tooling experiments - semantic search, enrichment, automation. The recruiter-as-creator era is here, and this team intends to be evidence of it.
- Define what great looks like: You're our first dedicated sourcer. The channels, pools, and playbooks you build become how Alembic sources - and a clear growth path opens as the function scales.
- Series B momentum, real ownership: Meaningful equity at a Series B company that's raised $145M, with proven product-market fit and Fortune 100 traction.
Why You Might Not Be Excited- We're building the talent function while running it. You'll define process, not inherit it.
- Brevity is strength here - feedback is direct, meetings are short, and writing matters. If you prefer a softer communication culture, this will feel sharp.
- Priorities shift as we grow. We have real paying customers and a playbook, and we still move at startup speed at Series B scale.
