Talent Engineer

Job description

**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 Come build with us!