Talent Engineer

What You'll Build

• Sourcing automation: Pipelines that surface candidates before they're actively looking. Structured workflows across LinkedIn, GitHub, research corpora, and referral networks.
• Screening infrastructure: LLM-assisted triage that filters for fit before a human reviews. You'll own the prompts, the evaluation logic, and the quality checks that keep signal-to-noise high.
• ATS integration: Ashby as system of record. You'll wire it to sourcing tools, comms, and scheduling so candidate state updates without manual pushing.
• Funnel analytics: Define the metrics that matter (time-to-fill, source quality, offer accept rate), instrument the pipeline, and report with enough honesty to actually change behavior.
• Internal tooling: Dashboards and lightweight interfaces so the team has real-time visibility without living in Ashby.

Desired experience

• You've scaled business functions, not just supported them. Multiple roles, multiple levels, parallel pipelines — without losing quality at volume.
• You wire tools into systems. ATS, sourcing, outreach, screening, scheduling — each integration removes a bottleneck, each automation compounds. The recruiting engine grows faster than the headcount running it.

What we offer

• A real path to running a talent line, not a hypothetical one
• A team that moves fast, owns outcomes, and doesn't hold meetings about meetings