Technical Recruiter

Gradial is a Seattle-based startup enabling digital experiences at the speed of thought. We empower marketers and creatives to implement their ideas directly, with software that adapts over time. Our platform automates website and design system updates, large-scale migrations to new design systems, and continuous content optimization while adhering to company and product brands.

Backed by world class investors, we’re looking to scale our platform and expand our team. At Gradial, we operate with extreme ownership, bias towards action and critical path planning. We tackle problems from first principles, question assumptions, and find creative solutions. If you want to take risks, work on groundbreaking technology, and see the direct impact of your work, Gradial is where you belong.

The Role

Gradial is hiring a Technical Recruiter to help build the team through a high-growth stage of the company. This role leans technical, but it goes beyond technical hiring. You’ll own full-cycle searches across engineering and other priority functions, stepping into the roles that matter most and helping us land exceptional talent across the business.

This is not a maintenance recruiting role. We’re looking for someone who creates momentum, builds pipeline proactively, and knows how to close strong talent in competitive markets. You should be energized by hard searches, high standards, and the opportunity to help shape how a startup scales.

You’ll do well here if you have an automation-first mindset and look for leverage in how you work. We want someone who uses modern recruiting tools, experiments with AI-enabled workflows, and brings urgency, creativity, and sound judgment to every search. This role is full time in our Seattle HQ.

What You’ll Own

• Own full-cycle hiring across technical roles while supporting non-technical hiring across the business as priorities shift


• Build high-quality pipelines through proactive sourcing, creative outreach, networking, and thoughtful market mapping


• Partner closely with hiring managers to shape search strategy, calibrate talent, and drive strong hiring decisions


• Lead passive candidate engagement from first touch through close, building trust, creating conviction, and landing exceptional talent in competitive markets


• Use modern recruiting tools and AI-enabled workflows to improve sourcing quality, outreach effectiveness, and overall recruiting execution


• Create structure where needed, improve processes as you go, and bring clarity to searches in a fast-moving environment


• Own pipeline health, funnel performance, and hiring metrics, using data to spot issues early and improve outcomes over time


• Build credibility at every level of the company and act as a true hiring partner, shaping search strategy, challenging assumptions, and influencing decisions that raise the talent bar


• Raise the bar on execution, follow-through, and talent quality in an environment where hiring outcomes matter

What We’re Looking For

• Strong track record of owning full-cycle recruiting in a startup or scale-up environment where speed, adaptability, and judgment matter


• Proven success leading technical searches and the flexibility to step into non-technical hiring when the business needs it


• Deep sourcing capability and clear success engaging and closing passive talent in competitive markets


• Strong recruiter instincts with the ability to assess talent, advise hiring teams, and keep searches moving without sacrificing quality


• Comfort using modern recruiting tools and AI tools such as Claude Code, Codex, and similar platforms to improve research, sourcing, outreach, and workflow efficiency


• Evidence of strong performance through hiring outcomes, pipeline quality, search execution, or metrics, whether from agency or in-house recruiting


• Ability to build credibility quickly with hiring managers and operate as a high-judgment partner throughout the hiring process


• High ownership mindset with a proactive, solution-first approach and the willingness to step into whatever the business needs most


• Strong communication and organizational skills, with the ability to manage multiple priorities while maintaining momentum and attention to detail


• Excitement for in-office collaboration and the pace, ambiguity, and intensity that come with helping a startup grow quickly

Nice to Have

• Experience hiring across both technical and non-technical functions in an early-stage company


• Familiarity with Greenhouse and strong comfort owning recruiting data, reporting, and funnel metrics


• Experience in AI, SaaS, or product-led technology companies

Compensation

The base salary range for this position is $135,000 to $145,000 annually. Final compensation will be determined based on factors such as experience, skills, and qualifications. In addition to base salary, this role may be eligible for performance-based bonuses and equity awards. Gradial offers a comprehensive benefits package, including medical, dental and vision insurance, 401(k) retirement plan, paid time off, paid sick leave, and other employee wellness programs.

You'll thrive here if you...

• Learn quickly and actively seek out new challenges.


• Embrace AI as a core tool for problem-solving, creativity and scale.


• Show a strong work ethic, high ownership and bias toward action.


• Communicate clearly, directly and with curiosity.


• Thrive in fast-paced, hyper-growth environments where building better > maintaining status quo.

What we offer

• Meaningful equity and competitive salary


• Comprehensive health, dental and vision coverage


• Fast-paced environment with autonomy and ownership


• Real impact, zero bureaucracy


• A front-row seat to building category-defining AI infrastructure

AI Literacy & Interviewing Tools

As an AI-first company, we prioritize AI literacy as a core competency in our hiring decisions. We’re excited by candidates who thoughtfully apply AI tools in their work, but during interviews we’re focused on you. This is your opportunity to show how you think, communicate, and solve problems. Over-reliance on AI-generated responses during the interview process (especially when it obscures your own voice) will result in disqualification. We want to understand your unique perspective and how you approach challenges, both with and without AI.

Privacy Policy

By submitting your application to Gradial, you acknowledge that any personal data you provide will be processed in accordance with our   . This includes the collection, use, and storage of your information for the purposes of evaluating your qualifications and communicating with you about your candidacy. We handle applicant data with care and in compliance with applicable data protection laws.

If you have any questions about how your information is used, please refer to our    or contact us directly.

Applicants who require reasonable accommodation to participate in the application or interview process should contact us at View email address on jobs.jobcopilot.com to request assistance.

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