Technical Recruiter — Confidential AI Data Infrastructure Startup

Aionia; San Francisco (CA); On-site; USD 110,000 - 130,000; Full time

Job summary

Aionia, a confidential AI data infrastructure startup in San Francisco, is seeking a Technical Recruiter to own full-cycle recruiting for engineering and technical roles from day one. You will work directly with the Head of Talent to ramp quickly and drive hiring in a fast-paced startup environment.

You will build outbound sourcing pipelines, partner with founders and hiring managers on requirements and interview loops, and iterate recruiting sequences and processes to optimize time-to-hire and

Qualifications

• 1–4 years of technical recruiting for startups.
• Experience with Ashby or similar ATS.
• Outbound sourcing pipeline building from scratch.
• Not seeking a 9-to-5; comfortable with startup hours.
• 1+ year recruiting for engineering/technical roles at a startup or an agency.

Responsibilities

• Own full-cycle recruiting for technical roles end-to-end — sourcing, screening, coordinating, closing.
• Build high-quality outbound sourcing pipelines for top engineering talent across AI, infrastructure, and full-stack roles.
• Partner directly with founders and hiring managers on role requirements, interview loops, and hiring strategy.
• Create and iterate on recruiting sequences, workflows, and candidate experience from scratch.
• Track and improve recruiting funnel metrics including response rates, pass‑through rates, and time to hire.

Skills

Technical recruiting

Ashby ATS

Sourcing pipelines

Startup hours

Engineering recruiting

Job description

Technical Recruiter
Full-cycle, full autonomy, day one.

Confidential AI Data Infrastructure Startup · San Francisco, CA

San Francisco, CA (FiDi) · On-site 5 days/week $110K – $130K Base (OTE $110K – $330K) Series A · $34M Raised No Visa Sponsorship

About the Company

This company builds complex data infrastructure powering frontier AI — serving several leading AI labs and emerging as a go-to partner for YC-backed companies. It raised a Series A at a $300M valuation in under 16 months, with a $100M ARR run rate, backed by Top-Tier VC Firms and operator-investors from leading AI labs.

"You'll be one of the first recruiting hires — owning full-cycle technical recruiting end-to-end with direct founder access and massive upside through uncapped performance bonuses."

The Opportunity

We are looking for a Technical Recruiter with 1–3 years of experience to own full-cycle recruiting for engineering and technical roles at one of the fastest-growing AI infrastructure companies. You'll work directly alongside the Head of Talent, ramp quickly, and operate with full autonomy from day one.

What You'll Do

• Own full-cycle recruiting for technical roles end-to-end — sourcing, screening, coordinating, closing
• Build high-quality outbound sourcing pipelines for top engineering talent across AI, infrastructure, and full-stack roles
• Partner directly with founders and hiring managers on role requirements, interview loops, and hiring strategy
• Create and iterate on recruiting sequences, workflows, and candidate experience from scratch
• Track and improve recruiting funnel metrics including response rates, pass‑through rates, and time to hire

Requirements

• 1–4 years of experience in technical recruiting for startups
• Experience with Ashby or similar ATS
• Outbound sourcing pipeline building from scratch
• Not seeking a 9-to-5; comfortable with startup hours
• 1+ year recruiting for engineering/technical roles at a startup or an agency working with startups, OR former founder pivoting to recruiting

Nice to Have

• Experience at an AI company or recruiting AI/ML talent

Traits to Avoid

• Only big tech in-house recruiting experience
• Senior recruiter (6+ years) expecting senior title/comp
• Needs heavy process/structure to be productive

Tools & Stack

Interview Process

1. Intro Call — Head of Talent

   Initial screen assessing culture fit, ambiguity tolerance, and ability to ramp quickly.

2. Interview — Chief of Staff

   Conversation evaluating alignment with company culture and operational mindset.

3. [Optional] Take Home Assessment

   Evaluates recruiting skills such as sourcing and sequence building.

4. Day-in-the-life shadowing calls, sourcing, and building sequences in a live environment.