Founding Recruiter

About Clark

Clark is building the trust infrastructure for the AI economy.

We're starting with audit and accounting workflows — high-trust environments where reliability, accuracy, and security matter as much as product functionality. Our platform helps firms automate complex workflows, deploy AI safely, and build more efficient operations while maintaining the rigor professional services require.

We're building a talent-dense team across engineering, AI, customer success, sales, audit domain expertise, infrastructure, and marketing. Everyone here is expected to own outcomes, not tasks.

The Role

We're hiring our Founding Recruiter — Clark's first dedicated recruiting owner.

You'll land early, run every hiring wave, and protect hiring velocity from day one. There is no process to inherit: you'll build the tracker, the cadence, the sourcing motion, and the candidate experience from scratch, and you'll own them.

This is deliberately a role for someone early in their career who wants far more scope than their years of experience would normally get them. You will not be scheduling interviews for someone else's pipeline. You will be sitting with our founders and hiring managers, deciding how Clark hires, and closing candidates yourself.

If you do this well, you grow into leading the talent function. That's the intended path, not a vague possibility.

Why This Role Matters

Hiring is one of Clark's most important priorities. We're entering a phase where engineering, customer success, sales, infrastructure, and domain expertise all need to scale in parallel. Every week of hiring slippage is a week of product and revenue slippage.

Your job is to turn hiring from a scramble into a repeatable operating system.

What You'll Do

• Own Clark's recruiting pipeline across all active roles

• Source candidates directly across engineering, AI, GTM, CS, infrastructure, and audit-domain roles

• Build and run the hiring tracker, recruiting cadence, and weekly reporting to the founders

• Design and improve our interview process — scorecards, loops, feedback discipline

• Manage external recruiting firms and hold them to quality and velocity

• Coordinate interviews, feedback loops, and candidate communications end to end

• Build sourcing strategies for hard-to-fill technical and domain roles

• Track conversion, bottlenecks, and hiring risk across the funnel

• Help close exceptional candidates by tailoring the Clark narrative to what actually motivates them

Who You Are

• 2–5 years of recruiting, sourcing, or talent acquisition experience — in-house or agency

• Genuinely fast. You move in hours, not days, and you don't need to be chased

• High ownership. When something is broken you fix it or flag it, you don't route around it

• Strong outbound instincts — you're comfortable cold-reaching senior people and writing outreach that gets replies

• Excellent written communication. You'll be the first human a candidate meets and you'll set the bar for how Clark reads

• Organized under pressure — many roles, many stakeholders, nothing dropped

• Comfortable with ambiguity and building from zero. There is no playbook here yet; you're writing it

• Ambitious about growing quickly, and willing to put in the hours to earn it

• Build AI Agents to help you do your job better

How We Work — Read This Part

We want to be straightforward about the environment so you can decide if it's for you:

• Fully onsite. Five days a week, in person. This is not a hybrid or remote role and we won't make an exception. We think the speed we're moving at requires being in the same room.

• High intensity. We work long hours, including some evenings. Not as performance — because there's more to do than there is time, and we care about winning. If you want a predictable 9-to-5, this will make you miserable, and we'd rather tell you now.

• Flat and fast. You'll have direct access to the founders and almost no layers between you and a decision.

• Real ownership, early. Which also means real accountability. The results are yours.

Compensation & Benefits

• Competitive salary and meaningful early-stage equity

• Comprehensive healthcare, dental, and vision

• Unlimited PTO — and we mean it; you're expected to actually take time off

• Wellhub Platinum membership (gyms, studios, wellness apps)

• Dinner covered every night you're in the office

• Top-tier equipment and whatever tooling makes you faster

• A front-row seat at a company defining a new category — and a clear path into leading talent at Clark

Bonus, Not Required

• Experience recruiting engineering, AI, infrastructure, or platform talent

• Experience recruiting GTM or customer success roles

• Experience at an early-stage startup

• Experience working with or managing recruiting agencies

• Experience recruiting hybrid domain/product roles

Clark is an equal opportunity employer. We evaluate candidates on their ability to do the job, and we're happy to accommodate anything you need to interview at your best.