Technical Recruiter

About the role At Domu.ai , we're building the agentic infrastructure for the future of the world's largest financial institutions. AI agents that handle millions of live interactions every day for Fortune 500 banks and insurers, end-to-end. Interactions are 3x-ing monthly. We're hitting problems most startups never encounter: real-time voice AI at scale, legacy banking infrastructure, enterprise telephony, and building regulatory frameworks in the US. The team behind all of that is four engineers. We need to triple it, and we need it done by someone who knows what good looks like. The role As our Technical Recruiter , you''ll... Own the engineering pipeline end-to-end: sourcing, outreach, screening, scheduling, closing. You'll be the engine that grows the engineering team from 25+ in the next 12 months. Spend most of your day in a job at a Startup, GitHub, X, and a dozen weirder places good engineers actually live. You’ll also leverage our investor network to help Partner directly with Kai (Head of Engineering) and Nick (Founder/CEO) on calibration, role specs, and offers. Run an elite candidate experience as if it were the product. Domu hires extremely high-caliber engineers, Own retention as a first-class part of the job. Closing someone is step one; keeping them happy, growing, and not picking up recruiter calls in month 6 is the end-to-end role. Build and maintain the systems: Ashby hygiene, scorecards, sourcing dashboards, referral programs, interview loops that don't waste engineering time. We don't have a recruiting org yet. You're it. How we work Small team. Everyone ships. We care about doing great work. A clean pipeline, honest candidate conversations, offers that close, and engineers who are still excited 12 months in. Ownership here is real. You won't be handed a req and a sourcing list. You'll see what the team needs, talk to engineers, and go find them. We hire people whose judgment we trust, then get out of their way. No passengers. What you bring (must-have) You recruit technical people. That's the only must-have**.** 2+ years of full-cycle technical recruiting, software engineers, infra, ML, voice/AI, security, whatever. If your last role was generalist or GTM-focused recruiting, this isn't the right seat for you right now. Demonstrated ability to source, engage, and close senior engineers in a competitive market. You've owned a pipeline end-to-end at a startup or high-growth company and can point to specific hires you closed and why they said yes. Sharp written communication. Your outreach gets opens and replies because it's specific, not because it's templated. Comfortable in an ATS (Ashby preferred), LinkedIn Recruiter, and stitching together sourcing tools. You LOVE AI and building tools with it. Extras we'd be excited about You've recruited for fintech or compliance-heavy environments. You've built a recruiting function from scratch (or close to it) at a Series A / Series B startup. You have a network of senior engineers you can tap on day one. You've worked closely with founders and engineering leadership, not just hiring managers. You've owned employer branding, referral programs, or onboarding as part of retention. Why Domu Real traction. Post-$XXM in revenue, Fortune 500 customers, 3x monthly growth. You're hiring engineers into a company that actually works, not a bet on an idea. You'll partner with founders daily. Every hire you make is a hire the CEO cares about personally. We are a team of athletes and very fun to work with. Early enough to shape the team, the bar, the interview loop, and the culture. What we offer Healthcare Weekly stipend for food and transportation Gym membership Equipment budget (strict rules on noisy mechanical keyboards) Whatever tools you need (LinkedIn Recruiter, Gem, Clay, etc. — we don\'t haggle on tooling) About the interview Interview with Founder (Nick) Sourcing & outreach exercise (paid, real role) Interview with Head of Engineering (Kai) on technical calibration On-site with 2 engineers + closing conversation #J-18808-Ljbffr