Founding Recruiter
Datacurve AIWe’re building a gamified developer platform where tens of thousands of engineers create high-fidelity datasets that push LLM frontiers. Recruiting is mission-critical to scaling this vision. As our Founding Recruiter, you’ll build the function from zero: systems, process, and brand. You’ll start as a player-coach—sourcing, selling, and closing top talent—then grow into leading a team that scales with us.
What You’ll Do
Build recruiting from scratch: Design and implement the tools, processes, brand, and training to scale hiring.
Own full-cycle recruiting: Source, assess, sell, and close candidates across technical (AI/ML/Eng) and ops roles.
Be a player-coach: Execute searches hands-on today, while building the roadmap for a future team.
Improve speed and quality: Shorten time-to-fill, track funnel metrics, and instill rigor into every stage of hiring.
Champion candidate experience: Protect our brand, ensure fast response times, and run a respectful, engaging process.
Run great intakes: Partner with hiring managers to deeply understand roles, set priorities, and flex across disciplines.
Source creatively: Go beyond LinkedIn (GitHub, niche forums, personal networks) to surface hidden talent.
Close strategically: Tailor the pitch to each candidate’s motivations, explain equity/comp packages, and win against competition.
Teach & train: Help the team interview well, legally, and fairly; build structured processes and rubrics.
You’ll Succeed Here If You Have
Proven full-cycle recruiting experience, especially in technical roles.
Startup experience—ideally as a founding or first recruiter, with bias toward small-company breadth over big-company depth.
San Francisco market familiarity—strong local networks, norms, and understanding of compensation standards.
Demonstrated scrappy sourcing chops—you can show us creative tactics that worked.
Strong closer skills—able to handle competitive offers and tailor sell-stories to candidate motivations.
Comfort recruiting AI/ML talent; you know where to find them and how to get their attention.
Excellent written & verbal communication with low ego and high EQ.
Ability to operate in-person with us in SF (especially in the early stage) to embed with the team.
A structured mindset: clarity on non-negotiables vs flex areas, and how to prioritize candidate profiles.
Characteristics We’re Looking For
Scrappy, resourceful, and relentless in sourcing.
Clear communicator who thrives in ambiguity.
Values-driven: cares about mutual fit, not just closing.
Excited to build something foundational at an early-stage startup.