Technical Recruiter

About Twill

Are you the right applicant for this opportunity Find out by reading through the role overview below.

We find the people startups bet the company on. The first engineer at a seed company. The data lead a Series B needs in place before the next raise. The AI hire a founder has been chasing for six months and still can't land. Twill runs those searches, pre-seed through Series D.

Founders call us after the easy version has already failed. The role is niche, the bar is high, and the board is asking. That's the work we actually want!

And the other half is the network. The best people in this market are not on a job board. They're in group chats, alumni threads, and Slacks you have to be invited into, and they're three degrees from a founder who would hire them tomorrow if anyone made the introduction. That gap is the whole problem so we're building the connective tissue on purpose: bringing operators, founders, and engineers into the same rooms, staying close to people years before they're ready to move, and turning a market that runs on cold outreach into one that runs on who actually knows whom. Every search we run makes that network denser. Every person in it makes the next search faster.

And you get all of it. Intake with the founder, the sourcing, the screens, the write-up, the close. No account manager sitting between you and the client. No coordinator queue. Nobody taking the interesting half of your job. Small team, no layers, your name on the outcome and the chance to be a founding member with growth!

Why we're hiring

Because we're growing faster than we can currently cover, and we're building the firm at the same time.

Clients keep coming back with more roles than we can take at the standard we want to hold. It's a great problem to have! Meanwhile we're building the thing itself: the tooling, the process, the playbook, the client base. Both at once, in the same week, on purpose.

So this is a startup seat expanding on our existing team, not a desk at an established agency. Some of what you need on day one doesn't exist yet, and you'll build it. Priorities move. You'll be asked what you think, and then you'll be expected to go do it without a project plan or someone checking in twice a day. If you need a manager to hand you your week, you'll be miserable here. If you've been waiting for somewhere your ideas actually ship, this is that and we want to talk!

We want someone hungry. Someone who moves before being told to, who chases the callback nobody assigned them, and who wants to be early at a firm that's still being built rather than employee 200 somewhere that's already finished.

What you'll own

• A full desk: sourcing, screening, submitting, closing, plus the client relationship on your roles

• Running intake yourself. Pushing back on a vague scorecard, pressure-testing comp against the market, and getting to a search you can actually execute

• Sourcing hard, low-volume roles where inbound doesn't exist

• Candidate screens deep enough that a hiring manager trusts your read without re-litigating it

• Written submittals that make the case honestly, including the flag on the one thing that isn't perfect

• Keeping clients current: weekly updates, market feedback, and the uncomfortable calls when a search needs to change shape

• Improving how we work. Better rubric, better outreach, better tooling. Your fingerprints on the process are welcome

What we're looking for

• 3–6 years of full desk technical recruiting, agency or startup in-house, with genuine client-facing ownership

• Startup experience specifically, pre-seed through Series D. You know a seed founder's first engineering hire is a completely different search than a Series C req with a formal scorecard, and you run them differently

• A track record on roles that required real sourcing, not just working an inbound queue

• Enough technical fluency to hold a credible screen with a senior engineer without pretending to be one

• Strong writing. Submittals and candidate outreach here live or die on it

• Direct, low ego, comfortable telling a client something they don't want to hear

• Genuine curiosity about AI tooling. You don't need to have built anything, but you should want to. If you haven't, we will teach you!

• A self-starter, for real and not as a resume word. You set your own week, you chase things nobody handed you, and ambiguity doesn't stall you out

• You want to build, not just fill roles. Process, tooling, client base, all of it is still being written and we want your fingerprints on it

Nice to have

• You've recruited for AI-native or forward-deployed teams

• Ashby, Juicebox, or similar in your day-to-day

• Client relationships you'd want to bring with you

Why Twill is worth it

You'd be early enough here for equity to mean something, and we'd rather you own a piece of what you're helping build than rent a seat in someone else's firm. The cash side is $60K base plus uncapped commission, so there's no ceiling on what you earn off your own desk. Bill more, make more, and nobody skims your number on the way up. Twill is also still being built, which means whoever helps build it gets first look at the scope that opens up next, whether that's team lead, a practice area, or client ownership. That path is open because nobody is standing in it.

You'd also walk away with a two-year resume nobody else has: full searches run end to end for founders from pre-seed through Series D, and daily work in AI tooling most recruiters won't touch until 2028. That's a far rarer profile than one more year of hitting a submittal quota at a big agency. And the day-to-day holds up. Fully remote and we mean it, no creeping return-to-office, Eastern hours preferred so you overlap with the team and our clients' calendars. Small team, no layers, direct access, decisions made in a day instead of a quarter, and real ownership of your client relationships rather than a seat behind an account manager. xhyhwjd

Think this is you? Reach out. We would love to chat!