Bjak - Assistant Recruitment Manager
Requirements
• Experience leading technical recruiting at an AI company, AI-native startup or high-growth technology company. • Direct experience recruiting AI researchers, ML engineers, applied AI engineers and senior engineering leaders. • Strong existing networks across global AI and engineering communities. • Experience building technical teams across multiple markets, particularly the US, Europe and Asia.
Responsibilities
• Own technical hiring across ActAI, including AI/ML, backend, infrastructure, web, mobile and engineering leadership. • Build the technical recruiting strategy, team structure, hiring priorities and operating cadence required to meet company hiring goals. • Personally lead searches for critical and senior hires, from market mapping and headhunting through assessment, offer negotiation and closing. • Set the standard for candidate quality, ensuring recruiters evaluate actual technical contribution, complexity and relevance rather than relying on titles, companies or keywords. • Partner directly with engineering and company leadership to define hiring bars, target profiles, interview processes and final hiring decisions. • Build and coach a high-performing technical recruiting team, reviewing pipelines and raising the quality of sourcing, assessment and candidate management. • Use recruiting data and market intelligence to identify bottlenecks, challenge ineffective searches and continuously improve hiring quality, speed and conversion. • Build scalable recruiting processes and talent networks across the US, Europe and Asia without allowing process to replace judgement or execution. • 10+ years of recruiting experience with deep experience hiring software engineering, AI/ML or other highly technical talent. • Proven track record building and leading technical recruiting for a high-growth technology company while remaining hands-on with critical searches. • Strong understanding of engineering and AI talent markets, with the ability to assess the substance and relevance of highly technical profiles. • Demonstrated success hiring senior engineers, technical leaders and other scarce talent through proactive headhunting. • Experience building, managing and raising the performance of technical recruiting teams. • Ability to work directly with founders and engineering leaders, challenge assumptions and translate company priorities into executable hiring plans. • Strong judgement on talent, high execution speed and clear accountability for hiring outcomes.
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