In-House Technical Recruiter

Firecrawl; San Francisco (CA); On-site; USD 210,000 - 246,000; Full time

Benefits offered by this job

Salary 210k–246k USD/year

Equity

PTO 15 days

Parental leave

Wellness stipend

Learning budget

Team offsites

SF HQ perks

Job summary

Firecrawl is seeking an In-House Technical Recruiter to own end-to-end hiring across engineering, research, GTM, and G&A from San Francisco. You will source, screen, schedule, and close candidates, building pipelines for hard technical roles while working with Ashby and AI tools.

You will report to the Chief of Staff and collaborate with hiring managers, ensuring a fast, high-quality funnel and a smooth handoff to onboarding. This is an on-site role at SF HQ.

Qualifications

• 5+ years of full-cycle recruiting experience.
• Experience closing technical hires at startups.

Responsibilities

• Run full-cycle recruiting for all non-exec roles: sourcing, screening, intro chats, scheduling, references, offers, and closing.
• Build pipelines for hard technical roles (infrastructure, ML, developer tools).
• Own Ashby as a system: pipelines, stages, AI screening criteria, and reporting.
• Run weekly hiring manager syncs and calibrate bar for each role.
• Manage agency and sourcing tool relationships; evaluate submissions.
• Draft job descriptions and keep postings current.
• Track metrics (time to hire, pass rates, source quality) and optimize the funnel.
• Hand hires to onboarding.

Skills

Full-cycle recruiting

Sourcing

Screening

Process management

Technical hiring

Ashby

Tools

Ashby

AI screening tools

Job description

In-House Technical Recruiter

You'll own how Firecrawl hires. Thirty-plus open roles across engineering, research, go-to-market, and G&A, and one person running the funnel end to end: sourcing, screening, running the process, and getting great people to yes. Today that person is our Chief of Staff. Starting now, it's you.

You'll report to the Chief of Staff and work closely with the Deputy Chief of Staff, who runs the operating layer around hiring (tooling, onboarding kickoff, the weekly hiring digest). You'll work directly with hiring managers across the company, and you'll be based with us in San Francisco.

Salary Range: $210,000–$246,000 USD/year

Equity Range: Competitive equity. Details shared during the process.

Location: San Francisco, CA (SF HQ). On-site, five days a week.

Job Type: Full-Time

Experience: 5+ years of full-cycle recruiting, with real technical hires closed at a startup

Work Authorization: Must be authorized to work in the United States. We're not able to sponsor US visas right now, though that may change down the line.

About Firecrawl

Firecrawl is the easiest way to turn the web into data AI agents can use. One API call converts any URL into clean, LLM-ready markdown or structured data. It's the boring-hard problem everyone building with LLMs eventually hits, solved.

We hit 8 figures in ARR in year one and more than doubled it in year two. We have 180k+ GitHub stars, putting us in the top 50 repositories of all time, and developers, agents, and category-defining AI companies build on us every day. Growth like this is rare, and we're just getting started.

We're a small team punching far above our weight, working out of SF HQ and our new Toronto Hub. Everyone here owns a real piece of the product and company, end to end, and runs it themselves. No hiding behind process or headcount.

This is a place for people who want to work at the frontier: an AI company building the infrastructure other AI companies run on, not one bolting AI onto an existing product. We move fast, go deep, and are building the tools superintelligence will rely on to gather data from the web.

What You'll Do

• Run full-cycle recruiting on every open role outside the exec team: sourcing, screening, intro chats, scheduling, references, offer packets, and closing

• Source cold. Build pipelines for hard technical roles (infrastructure, ML, developer tools) without waiting for inbound or an agency to do it for you

• Own Ashby as a system: pipelines, stages, AI screening criteria per role, and reporting the team actually reads

• Run weekly syncs with hiring managers, calibrate the bar for each role, and write the candidate notes that let them decide fast

• Manage our agency and sourcing tool relationships, judge submission quality, and cut what isn't working

• Draft job descriptions on our template and keep every posting current

• Track time to hire, pass rates by stage, and source quality, and use the numbers to fix the funnel

• Hand every hire cleanly to onboarding

What We're Looking For

• You've personally carried 15 to 25 open roles at a startup and closed technical hires: backend, infrastructure, ML, or developer tools. You can talk to an engineer about what they build

• You source cold and it works. You can show the pipelines you built from nothing

• You run a fast process without dropping candidates. Quick responses, clean scheduling, honest declines

• You have opinions about the bar and you'll say so to a hiring manager. You'd rather send three great people than twelve fine ones

• You're fluent in Ashby (or a comparable ATS) and use AI tools every day, from sourcing to screening to writing

• You close. You understand comp bands and equity well enough to walk a candidate through an offer, and you know when to bring in the hiring manager or a founder

Backgrounds that often do well: in-house recruiters who were the first or only recruiter at a startup, agency recruiters who've placed infrastructure or ML engineers and want to go in-house, technical sourcers who've grown into full-cycle work.

What We're NOT Looking For

• Recruiters who wait for inbound and call it a pipeline

• Coordinators who need a sourcer, a scheduler, and a recruiting ops team to run a req

• Anyone who measures success by candidates submitted instead of hires who stay

A Note On Pace

We operate at an absurd level of urgency because the window for what we're building won't stay open forever. If that excites you, keep reading. If it doesn't, no hard feelings, but this role probably isn't for you.

Benefits & Perks

Available to all employees

• Salary that makes sense: $210,000–$246,000 USD/year, based on impact, not tenure

• Own a piece: Gain competitive equity in what you're helping build

• Generous PTO: 15 days mandatory, anything after 24 days, just ask (holidays excluded). Take the time you need to recharge

• Parental leave: 12 weeks fully paid, for all parents

• Wellness stipend: $100 USD/month for the gym, therapy, massages, or whatever keeps you human

• Learning & Development: Expense up to $1,000 USD/year toward anything that helps you grow professionally

• Team offsites: A change of scenery, minus the trust falls

• Sabbatical: 3 paid months off after 4 years, do something fun and new

Available to US-based full-time employees

• Full coverage, no red tape: Medical, dental, and vision (100% for employees, 50% for partner and kids). No weird loopholes, just care that works

• Life & Disability insurance: Employer-paid basic life and AD&D, short-term disability, and long-term disability. Coverage for life's curveballs

• Virtual care and a health guide: Teladoc for the couch doctor visit, plus Rightway to answer coverage questions and fight billing errors for you

• Mental health: Talkspace, therapy and psychiatry on your schedule

• Fertility and family building: Carrot, covering you and your partner

• EAP: Free confidential counseling, legal and financial consults, and online will prep through Guardian

• 401(k) plan: Retirement might be a ways off, but future-you will thank you

• Pre-tax benefits: HSA, FSA, and commuter benefits to help your wallet out a bit

• Supplemental options: Extra life and AD&D, accident, critical illness, hospital indemnity, plus pet, legal, and identity protection through MetLife

Available to SF-based employees

• SF HQ perks: Snacks, drinks, team lunches, intense ping pong, and peak startup energy

• E-Bike transportation: A loaner electric bike to get you around the city, on us

Interview Process

Application Review: Tell us about the hardest technical role you've closed: what the bar was, how you sourced it, and how long it took. Include your rough numbers from your last seat (roles carried, hires closed, time to hire). We care about the work, not where you went to school.

Intro Chat (~25 min): A quick conversation to get to know each other before we go deep. We'll talk about what you've been hiring for, what drew you to Firecrawl, and what you're looking for in your next role. Time for your questions too.

Funnel Chat (~45 min): We'll take one of our real open roles and walk through how you'd run it: where you'd source, how you'd screen, what you'd tell the hiring manager in week one, and how you'd know it's working. Come ready to think out loud. We care how you build a funnel, not whether you know our stack yet.

Founder Chat (~25 min): Culture, pace, ownership, and how you like to work. Time for your questions too.

Paid Work Trial (~40 Hours): Run a real search with us: source, screen, and present a slate on one of our open roles, paid at a contractor rate. It's the truest signal for both sides. Much of it can happen from wherever you are, and we'll flex around your current commitments.

Decision: We move fast after the trial.

If you want to build the hiring machine for a company that's going to be a lot bigger a year from now, you should join us.