人才招聘负责人
Lead, Talent Acquisition
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，但他们并不是AI原生的。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。
我们的目标是帮助每个人管理生活，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
你将负责软件工程各个职能的招聘工作，包括后端、移动端、桌面端、基础设施和产品工程。你将与创始团队、领导层和工程负责人紧密合作，识别并吸引全球高素质人才。
此职位需要具备出色的判断力、速度、挖掘能力，以及对工程人才质量的深刻理解，超越简历和品牌名称。
你将负责的工作
- 负责指定职位的全流程招聘——从需求到录用
- 从零开始建立招聘管道，使用直接挖掘、推荐和定向接触
- 通过明确的信号推动招聘决策，而不仅仅是面试反馈
- 推动流程进展——消除延误，催促反馈，录用候选人
- 重新设计面试问题、评分表和评估方式，提高招聘标准
- 招聘流程——提升招聘的速度、质量和一致性
- 通过内容、信息传递和候选人体验建立雇主品牌
- 你需要具备的条件
- 在招聘/人才获取方面有成功经验（内部或代理）
- 在快节奏环境中成功录用职位的经验
- 强大的挖掘能力——能够在不依赖被动求职者的情况下建立管道
- 良好的判断力——能够识别简历之外的优秀候选人
- 能够快速且一致地处理多个职位
- 愿意挑战并改进现有流程
- 与招聘经理和候选人进行清晰直接的沟通
- 能够在不确定性和高期望中自如运作
- 我们如何工作
- 世界上最好的产品是由小型、高能力团队打造的。我们以高人才密度、快速执行速度和强所有权文化运营。我们非常重视产品质量、清晰思维和务实执行。
- 这是一个亲力亲为的环境。
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
You will lead hiring across software engineering functions including backend, mobile, desktop, infrastructure, and product engineering. You will partner closely with founding teams, leadership and engineering leaders to identify and attract high-caliber talent globally.
This role requires strong judgment, speed, sourcing ability, and deep understanding of engineering talent quality beyond resumes and brand names.
What You'll Be Doing
- Own end-to-end hiring across assigned roles - from intake to close
- Build pipelines from scratch using direct sourcing, referrals, and targeted outreach
- Drive hiring decisions with clear signals, not just interview feedback
- Keep processes moving - remove delays, chase feedback, close candidates
- Redesign interview questions, scorecards, and assessments to raise hiring bar
- Recruitment processes - improve speed, quality, and consistency across hiring
- Build employer presence through content, messaging, and candidate experience
What You'll Need
- Proven experience in recruiting / talent acquisition (in-house or agency)
- Proven track record of closing roles in a fast-paced environment
- Strong sourcing ability - able to generate pipelines without relying on inbound
- Good judgment - able to identify strong candidates beyond resumes
- Ability to manage multiple roles with speed and consistency
- Willingness to challenge and improve existing processes
- Clear, direct communication with hiring managers and candidates
- Comfortable operating with ambiguity and high expectations
How We Work
The best products in the world are built by small, highly capable teams. We operate with high talent density, fast execution speed, and strong ownership. We care deeply about product quality, clear thinking, and practical execution.
This is a hands-on environment. Everyone is expected to contribute directly, operate independently, and make good decisions under ambiguity.
Interview Process
If there appears to be a fit, we will schedule up to 3 interviews.
Applications are reviewed by members of our hiring teams. Interviews may be conducted virtually or onsite.
We value speed, transparency and decisiveness throughout the process.
Originally posted on Himalayas