Technical Recruiter

About the role

Alembic is the pioneering Causal AI platform. We help the world's largest enterprises move past correlation to prove what actually drives business outcomes - the question marketing and growth teams have never been able to answer with confidence. Fortune 100 companies including Nvidia, Delta Air Lines, and Mars use Alembic to make multimillion-dollar decisions on trusted, causal evidence. We're backed by a $145M Series B from WndrCo (founded by Jeffrey Katzenberg), Jensen Huang, Joe Montana, Prysm Capital, and Accenture. Our models run on our own NVIDIA DGX SuperPOD built on Grace Blackwell infrastructure - one of the fastest private supercomputers in the world. (We've melted GPUs getting here.) Your mission: own and close our priority technical searches, so that a team of top-decile engineers can keep shipping causal AI for Fortune 100 customers. You'll carry 6-8 technical searches full-cycle - backend, infrastructure/SRE, and data engineering - partnering directly with engineering leadership. This is a carry-the-searches-yourself role with real authority over how they're run, not a coordination job and not a management job. Success in the first six months looks like: You know the business cold. You can pitch Alembic - causal AI versus correlation, our customers, our infrastructure - credibly to a senior engineer, in your own words. You own calibrated scorecards and live pipelines on every search you carry, and hiring managers trust your judgment enough that your push-back changes how searches are run. You've closed multiple technical hires at our bar - including candidates who had other offers. Searches you run move fast: structured loops, same-week feedback, weeks not months from first screen to offer. What Will Help You Succeed 5+ years of full-cycle technical recruiting - software, infrastructure, or ML - at companies with a genuinely high bar. A closer's track record. You can tell us, specifically, about candidates you won against stronger brands, and how. You learn businesses fast and sell them fluently. Recruiting is marketing and sales, and you treat it that way. A consultative spine: you push back on hiring teams rather than push weak candidates, and you have the evidence-based arguments to do it well. High content-to-word ratio. You speak and write plainly, honestly, and proactively. Zero fluff. Urgency and meticulous detail at the same time - you don't trade one for the other. Data proficiency: you diagnose your funnels by root cause, not anecdote. An AI-native practice: you regularly experiment with new tools and methods, and you're constantly looking for alpha. This role is probably not for you if: You need a coordinator, a sourcer, and an ops layer behind you before you can move. You measure your work in activity - submittals, screens, calls - rather than hires and quality. You're ready to manage a team rather than carry searches personally. (That path can open here; it isn't where this starts.) Five days a week in our San Francisco office isn't workable for you. We're in the room with the engineers we hire for, and it matters. You see AI tooling as a threat or a gimmick rather than daily practice. Why You Might Be Excited Ab

Additional Information

The Context Hi, I'm Logan, and I lead Talent at Alembic. I came to Alembic because the founders believe what I believe: investing in people is how you build the company, not a cost of building it. Done right, that buys three things, in order - a team that demands excellence, work that carries daily personal meaning, and a real shot at generational wealth for the people who build it. I haven't often found all three in one place. Here's my situation, plainly: we have 20+ funded open roles, 16 of them technical - research engineers implementing causal mathematics in CUDA and C++, SREs running one of the fastest private supercomputers in the world, backend and data engineers scaling a platform that Fortune 100 companies use to make multimillion-dollar decisions. The company just raised a $145M Series B and expects to roughly double in the next year. Right now, the team responsible for all of that hiring is small. You would be the unlock. I'll tell you how we work, because it's the best predictor of whether you'll want this job. We run structured hiring - scorecards before searches, calibrated loops, feedback in 48 hours - because hiring is too important for gut feel. We treat speed as our advantage against bigger brands: attention, time, and effort are things we can out-invest. Our operating loop is Learn → Build → Share → Repeat, and we publish our work - including the materials we used to write this very listing. And we are AI-native, in the practical sense: we experiment with new tools constantly and expect each other to keep hunting for a better way. If you read that list and felt something click, keep reading. One more thing worth saying: we wrote our hiring playbook down before we wrote this job ad, and we're sharing it openly here .

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