Founding Recruiter

About Comp AI

Comp AI is reimagining compliance. We're rebuilding a stack that has been manual for far too long, with AI agents designed to handle the busywork. We're one of the fastest growing companies in the world, with more than 1,000 customers in less than 18 months and accelerating.

Our AI agents:

• Draft and maintain policies based on our customers' tech stack
• Collect ongoing evidence across code and browser use
• Assess risks and monitor mission critical vendors
• Review code and changes to a company's stack
• Continuously monitor posture against common cyber security frameworks like SOC 2, ISO 27001, HIPAA and GDPR

Compliance is the wedge. What we're building is the whole trust layer with continuous, AI-driven code security, cloud security, device security - owned end to end instead of stitched together between vendors. Always on, and better the longer you use it. We move fast and hold a high bar. The team is small enough that each person's work shows up directly in our product.

About the Role

This is the meta-hire. We're scaling from 19 to roughly 40 people, and almost every plan we have is gated on one thing: how fast we can find, close, and onboard A-players.

You own that bottleneck. You run the full hiring pipeline for every open role across engineering, go-to-market (GTM), and ops, end to end - sourcing, screening, candidate experience, and closing.

You won't post a job and wait. Comp AI hires top talent who want to build in person, on-site in Miami, and that talent is not browsing job boards.

You'll build an outbound sourcing motion, write outreach people actually answer, and run a process that holds a high bar without slowing down. You report directly to Claudio (co-founder) and partner closely with Dan, our Operations Manager.

You're also building the machine itself: the pipelines, the scorecards, the interview loops, the data on what's working. Decisions land in days, not quarters.

A candidate you source on Monday can be in a loop by Thursday and signed the following week. The hiring system you build is what lets the rest of the company grow.

We're at Series A stage and scaling 19 to 40 this year - real ownership, meaningful equity, and Florida no-state-income-tax take-home. Title and level scale with experience.

How We Use AI

You don't need to be an AI expert on day one; you need sharp full-cycle recruiting instincts and the appetite to work AI-first. We'll get you fluent fast.

• Use AI to source and research at scale: build and enrich candidate lists, surface non-obvious profiles, and draft personalized outreach that reads like a human wrote it.
• Use AI to compress the busywork: summarize screens, draft scorecard notes, keep candidates warm with timely follow-ups, and spot pipeline gaps before they become hiring delays.
• Use AI to sharpen judgment, not replace it: pressure-test a role's must-haves, model where the talent actually lives, and prep tailored interview questions per role.

AI accelerates the work; your judgment owns what ships.

What You'll Do

Build pipeline through outbound sourcing

• Own outbound as the primary channel: identify, research, and engage top talent across technical and go-to-market roles who aren't actively looking.
• Write outreach that earns a reply and represents Comp AI well - specific, human, and worth the candidate's time.
• Build and maintain a living pipeline for every open role, so we're never starting a search from zero.

Run a high-bar process at speed

• Drive candidates end to end: screen, coordinate loops, gather structured feedback, and keep momentum so strong people don't go cold.
• Own candidate experience start to finish - fast, clear, respectful communication at every stage, including the no's.
• Close the hire: handle offers, navigate competing options, and sell the trajectory, ownership, and team.

Build the hiring machine

• Stand up scorecards, structured interview loops, and intake processes that keep the bar high while we move fast.
• Track pipeline health and report on what's working: sourcing channels, conversion, time-to-hire, and where searches stall.
• Partner with hiring managers and the founders to scope roles sharply before the search starts.

You May Be a Good Fit If You Have

• 3+ years of full-cycle recruiting, owning searches from sourcing through close, with a track record of closing strong candidates.
• Demonstrated outbound sourcing skill - you build pipeline and engage passive candidates, rather than waiting on inbound applications.
• A high bar for candidate experience, with examples of how you've kept it fast and respectful at volume.
• Strong written communication and the organizational discipline to run many searches at once without dropping candidates.

A strong agency recruiter ready to go in-house can be a great fit here.

Strong Candidates May Also Have

• In-house recruiting experience at a fast-scaling startup.
• A track record sourcing and closing for both technical (engineering) and go-to-market roles.
• Comfort closing candidates who are weighing multiple offers.
• Experience recruiting in or relocating talent to the Miami / South Florida market.
• Experience standing up a recruiting function or process from scratch (scorecards, interview loops, applicant tracking).
• Fluency with modern sourcing and AI-assisted recruiting tools.
• Experience hiring for AI, security, or compliance-adjacent companies.

How We Work

• You think like an owner. You treat open roles as your problem to solve, not a queue to process.
• You move fast and close loops. Candidates and hiring managers always know where things stand.
• You hold the bar. You'd rather keep searching than lower the standard, and you can defend why a candidate clears it - someone who would raise the average of the team they're joining.

What This Role Is Not

• Not a coordinator role. You're not scheduling interviews behind someone else's pipeline - you own the search.
• Not post-and-pray. Inbound applicant review is a small slice; the job is outbound sourcing of people who aren't looking.
• Not agency-style volume placement. Success is the right hire per role, not a quota of submitted resumes.

Why Comp AI

• Trajectory: Series A stage, scaling from 19 to roughly 40 people. You own the function that makes that growth possible.
• Real ownership: you run hiring end to end across every team, and the system you build is the company's growth engine.
• Equity upside: meaningful ownership in a company growing fast, so your work compounds into real value.
• Direct founder access: you report to a co-founder and partner with the leaders you're hiring for - no layers between you and the decisions.
• A state-of-the-art office in Aventura, in the heart of the Miami metro.

Compensation and Logistics

Base: $95,000 - $130,000, plus meaningful equity (~0.10% - 0.25%).

Florida has no state income tax, so a given base takes home meaningfully more than the SF or NYC equivalent.

Location: This is an on-site role, 5 days a week, at our Aventura office (Miami metro, between Miami and Fort Lauderdale). We build in person, and this role lives at the center of cross-team hiring, which works best face to face with the founders and hiring managers.

Visa sponsorship: We don't sponsor visas at this time.

Perks

• Unlimited PTO on top of US federal holidays
• 100% covered health, dental, and vision
• Quarterly team offsites to bond and have fun.
• An exceptionally high-caliber team to learn from.

The pay range for this role is:

95,000 - 130,000 USD per year (Industrious (Aventura))