Talent Engineer

About the role

Bobyard just doubled the team and we're doing it again. This is a technical role inside recruiting. You'll own the systems, automations, and data pipelines that power hiring end-to-end. The goal is simple: remove manual work from the recruiting loop so the team can operate faster, with better signal, at higher volume. You'll make deliberate build-vs-buy calls. Not everything needs a SaaS subscription - some problems are a Python script and a webhook. You know the difference, and you default toward the cheaper, more controllable solution when it's the right one. What You'll Build Sourcing automation : Pipelines that surface candidates before they're actively looking. Structured workflows across LinkedIn, GitHub, research corpora, and referral networks. Screening infrastructure : LLM-assisted triage that filters for fit before a human reviews. You'll own the prompts, the evaluation logic, and the quality checks that keep signal-to-noise high. ATS integration : Ashby as system of record. You'll wire it to sourcing tools, comms, and scheduling so candidate state updates without manual pushing. Funnel analytics : Define the metrics that matter (time-to-fill, source quality, offer accept rate), instrument the pipeline, and report with enough honesty to actually change behavior. Internal tooling : Dashboards and lightweight interfaces so the team has real-time visibility without living in Ashby. You Comfortable with APIs, scripting, and data pipelines. You've built automations that run in production - not just prototypes. You have opinions about where LLMs are useful and where they break. You prefer shipping a tool over running a process manually. Recruiting background not required. Systems mindset and high ownership are. Details Full-time - In-person - San Francisco Bay Area $120k-$160k base - 0.025%-0.05% equity

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Company Intel

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