Talent Engineer

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. Desired experience - You've scaled business functions, not just supported them. Multiple roles, multiple levels, parallel pipelines — without losing quality at volume. - You wire tools into systems. ATS, sourcing, outreach, screening, scheduling — each integration removes a bottleneck, each automation compounds. The recruiting engine grows faster than the headcount running it. What we offer - A real path to running a talent line, not a hypothetical one - A team that moves fast, owns outcomes, and doesn't hold meetings about meetings Comp Philosophy Cash for stability. Bonus for performance. Equity for ownership. Your package reflects your role, your experience, and what you deliver.