Senior Technical Recruiter (Contract-to-hire)

H2 Corporation is an AI-native company modernizing one of the largest and most underserved industries in the world: construction. Founded in Tokyo in 2020 and now expanding globally, H2 is building the next generation AI-powered system of record for quoting and orders for the $13T global construction industry. Our AIS Platform automates takeoff, estimation and quoting, and orders workflows for the largest construction enterprises, helping the industry address a generational labor shortage with AI-driven productivity. We are backed by top-tier investors including NEA, JAFCO, and Spiral Capital, and MetaProp. We are currently a team of 120 members distributed across 5 offices globally, and are scaling rapidly across Japan and the United States.

THE OPPORTUNITY

This is H2’s first dedicated recruiting hire in the US. Today, hiring is led directly by the leadership team, supported by agencies and referrals. As we scale across the US and Japan, we need someone who can turn founder-led hiring into a repeatable, high-signal recruiting engine. You will own critical AI and senior technical searches while helping build the foundation of the TA function: intake, sourcing, scorecards, interview loops, candidate communication, hiring metrics, offer discipline, and employer brand. You will partner directly with our CEO, CTO, VP Product, and incoming VP of Engineering to move candidates quickly, reduce feedback bottlenecks, and help H2 reach a 30–35 day submission-to-hire cycle. This is not a maintenance recruiting role. You are helping build the function.

WHAT YOU WILL DO

• Lead full-cycle recruiting for AI/ML, computer vision, infrastructure, product, front-end, and back-end roles across H2’s US hubs.
• Partner with founders and hiring leaders to define must-haves, calibrate the bar, run tight intake meetings, and align on assessment criteria before kickoff.
• Own first phone screens, source, screen, manage interviews, drive debriefs, extend offers, and pre-close senior candidates early.
• Help build H2’s recruiting foundation, including intake docs, structured interview loops, scorecards, debrief frameworks, offer protocols, and candidate communication standards.
• Define practical SLAs and recruiting metrics across the funnel, including 48-hour feedback targets, pipeline health, conversion, time-to-hire, offer acceptance, source-of-hire, and agency dependency.
• Design and execute a US outbound sourcing strategy for AI/ML, computer vision, infrastructure, product, Next.js/Vue front-end, Rust/Go back-end, and senior GTM talent.
• Reduce reliance on contingent agencies by building a repeatable inbound and outbound recruiting engine.
• Help shape H2’s US employer brand, including outbound messaging, candidate-facing materials, LinkedIn presence, and careers narrative.
• Coach founders, executives, and hiring managers on structured interviewing, scorecard discipline, candidate assessment, and debrief quality.
• Push back when role definitions are unclear, interview loops are weak, or teams are hiring on charisma instead of evidence.
• Create urgency without chaos, protect candidate experience, and build the standards H2 will use as it scales globally.