Technical Talent Partner

The Agency Fund; United States; Remote; USD 120,000 - 180,000; Full time

Benefits offered by this job

Remote work

Async-first culture

Job summary

The Agency Fund is seeking a Technical Talent Partner to join our remote Operations Team. You will source, screen, and place engineers and data leads into the organizations we fund, scaling our impact across regions.

You will collaborate with hiring managers, shape evaluations, and build a referral engine to expand our candidate roster globally. We’ve hired from Google, Meta, Zepto, Spacelift and Atlas AI, and you will drive scalable hiring practices, events, and compensation discussions while

Qualifications

• 5+ years recruiting technical roles, with in-house experience preferred.
• Ability to converse with engineers/product managers about what was built and what was lacking.
• Experience designing screening questions and explaining what each test measured.
• Strong sourcing experience in Indian technical markets.
• Track record of using AI to augment recruitment workflows.

Responsibilities

• Map the market and identify target candidates with AI‑assisted outreach.
• Screen candidates with judgment to verify claimed ownership and impact.
• Collaborate with hiring managers to define role definitions and screening standards.
• Develop and expand the referral engine to grow the candidate pool.
• Plan and run events with technical communities and VCs in multiple regions.
• Own the compensation conversation and present compelling cases for non‑traditional salary structures.
• Manage end-to-end process from outreach to start date, keeping candidates warm.

Skills

Technical recruiting

Stakeholder management

Screening design

Sourcing India

AI automation

Hiring-manager coordination

Job description

The Agency Fund invests in innovations that harness human agency to improve social welfare and economic development. We back fast-growing technology nonprofits across the globe, working in health, education, livelihoods and citizen services, most of them operating alongside government and reaching more than a million people each. In addition to funding, we embed experienced technical people inside them for one to two years to build what they need.

The results: Rocket Learning went from 200,000 to 4 million children served, with cost per unit of impact falling from between $30 and $100 down to under $2. Noora Health scaled from 7 million to 30 million patients, with cost per patient falling from $9.33 to around $2. Our portfolio includes One Acre Fund, Digital Green, Noora Health, Youth Impact, Jacaranda Health and Living Goods, across India, East Africa and West Africa.

Since 2022 we have moved 18 technical professionals from industry into the social sector. Our goal is 50 a year.

The Role

We’re looking for a Technical Talent Partner to join our Operations Team. You will bring people who have built products at scale in industry into organizations where their work changes what happens to millions of people.

You will hire for our own technical team, and for the organizations we fund, many of whom are hiring their first engineer, product manager, or data lead. We have hired people from Google, Meta, Zepto, Spacelift and Atlas AI. The role exists to keep doing that at scale: moving experienced technical people out of industry and embedding them with highly effective social sector organizations that are ready for change.

What You’ll Do

• Map the market and find the people. Know which companies produce the profile we need, what makes them consider a move, and what our pitch has to overcome. Use AI across the whole funnel: mapping talent pools, surfacing non-obvious candidates, drafting outreach, and doing it at scale.
• Screen with judgment. Work out how much of what an application claims the candidate personally owned. Run a conversation that establishes what they built, which decisions were theirs, and what they would change if they did it again. Candidates know what a job description is asking for and will tell you they have it, so the skill is getting to evidence rather than assertion.
• Partner with hiring managers. Agree the role definition and the hiring bar. Challenge a role specification that does not describe what the team actually needs. Calibrate your screening against our tech team’s judgment so that one standard applies. While the assessment of technical depth stays with the tech team, you will filter the promising candidates to the tech round.
• Build the referral engine. Half our hires should come through referrals, and every person we hire should refer someone. Build it into the process, and grow our candidate roster several times over.
• Run the events. Shape and run events with VCs and technical communities in India, Kenya, Nigeria, South Africa and the US.
• Own the compensation conversation. We do not compete with industry on salary, and most of the people we want have never heard of the organizations we fund. Building the case for this work, and putting it in front of people before they are looking for a job, is a core part of this role.
• Run the process and close. Communicate promptly and keep candidates moving. Handle counteroffers. Keep people warm between offer and start date.
• Build the playbook. Track where candidates come from, where they drop, how long each stage takes. Use that to fix what is not working, and document what we learn so the next search starts ahead of the last one.

Who You Are

Required

• 5+ years recruiting technical roles, at least 2 of them in-house at a product company.
• You can hold a conversation with an engineer or product manager about what they built and you know when an answer is thin.
• You have designed your own screening questions and you can explain what each one was testing for.
• Strong sourcing in Indian technical markets.
• You have built something with AI that changed how you work. You can describe what you automated, what it saved you, and where it got things wrong.
• Comfortable working with several hiring managers at once, with different standards and different budgets.

Helpful

• Sourcing experience in African markets.
• A technical background of any depth, even informal.
• Experience recruiting for an organization that was not the highest bidder, or not yet well known in its market.

How we work

• Async-first, fully remote. Work from wherever you are, on hours that fit your timezone.
• 22-person team with minimal hierarchy and short feedback loops.
• You will be the first person in this role, sitting in Operations and working closely with our 7-person tech team on hiring.
• You will work alongside people who came from Google, Meta, Zepto, Spacelift and Atlas AI.

Location

• Remote, based in India.