技术招聘主管
Head of Technical Recruiting
关于ActAI
目前有超过50亿用户在使用基础应用，如电子邮件、笔记、任务、日历等，他们并不具备AI原生特性。我们的使命是为全球任何不习惯复杂提示的用户打造主动式应用。我们旨在通过最少甚至无需提示的方式，为对话、跑腿、组织和工作流程带来智能。
我们的产品专注于实现长期运行工作流的高可靠性、持久上下文和现实任务完成。我们相信，这些产品将大大减少幻觉现象。
我们的目标是整理每个人的生活，让我们都能把时间花在有价值和有意义的事情上
职位描述
作为技术招聘负责人，您将负责ActAI的全球技术招聘职能，并对构建公司扩张所需的工程和AI团队负责。
您将负责的工作
- 负责ActAI的所有技术招聘，包括AI/ML、后端、基础设施、网页、移动端和工程领导岗位。
- 制定技术招聘策略、团队结构、招聘优先级和运营节奏，以满足公司的招聘目标。
- 亲自主导关键和高级职位的招聘，从市场分析和猎头到评估、薪酬谈判和最终成交。
- 设定候选人的质量标准，确保招聘人员评估实际的技术贡献、复杂性和相关性，而不是依赖头衔、公司或关键词。
- 直接与工程和公司管理层合作，定义招聘标准、目标人选、面试流程和最终的招聘决策。
- 建立并指导一支高效的技术招聘团队，审查招聘管道并提升招聘、评估和候选人管理的质量。
- 利用招聘数据和市场情报识别瓶颈，挑战低效的招聘，并持续改进招聘质量、速度和转化率。
- 在美国、欧洲和亚洲建立可扩展的招聘流程和人才网络，同时不让流程取代判断或执行。
您需要具备的条件
- 10年以上招聘经验，具有招聘软件工程、AI/ML或其他高度技术人才的深厚经验。
- 在高速增长的技术公司中证明过自己能够建立并领导技术招聘团队，同时亲自参与关键招聘。
- 对工程和AI人才市场有深刻理解，能够评估其内容和相关性。
查看英文原文
About ActAI
There are over 5 billion users using basic applications today such email, notes, tasks, calendar and they're not AI-native. Our mission is to build proactive applications for anyone in the world, who are not used to complex prompting. We aim to bring intelligence to conversations, errands, organising and workflows, with minimal to no prompting.
Our product focuses on achieving high reliability for long-running workflows, persistent context, and real-world task completion. We believe products will greatly reduce hallucinations
Our objective is to organise anyone's life, allowing us all to spend time on valuable and meaningful things
About the Role
As Head of Technical Recruiting, you will own ActAI's global technical recruiting function and be accountable for building the engineering and AI teams required to scale the company.
What You Will Be Doing
- 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.
What You Will Need
- 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.
Nice to Have
- 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.
Originally posted on Himalayas