Technology & Engineering Recruiter

At Faros, we are building the engineering intelligence platform for the AI era. We help engineering organizations understand the impact of AI on software delivery while providing the operational context that enables AI agents to operate with greater accuracy, relevance, and trust in complex enterprise environments. Our platform is used by some of the most sophisticated engineering teams in the world, ranging from fast‑growing technology companies to F500 enterprises. We believe the future of software development will be built by humans and AI working together, and we're building the foundation that makes that possible.

As our first in‑house recruiter, you will play a critical role in shaping how we grow. This is a true full‑cycle recruiting role, spanning sourcing, coordination, and closing, while also laying the foundation for our long‑term hiring engine.

You’ll partner closely with hiring managers to deeply understand their needs, translate those needs into effective search strategies, and ensure a thoughtful, high‑quality candidate experience at every step. You’ll be hands‑on—prospecting and engaging candidates, managing pipelines, coordinating interviews, and keeping processes running smoothly—but you’ll also help design and improve how recruiting works at Faros.

This role is ideal for someone who enjoys wearing many hats, thrives in fast‑moving environments, and takes pride in craftsmanship, helping us scale with intention.

Most importantly, you’ll help Faros hire people who raise the bar—not just on skills, but on ownership, curiosity, and impact.

Develop and implement recruiting strategies to attract top talent.

Partner with executives/hiring managers to define profiles and tradeoffs.

run campaigns on various platforms.

Coordinate and schedule virtual and in‑person interviews between candidates and hiring panel members.

Provide an exceptional candidate experience throughout the recruitment process.

Utilize social media and professional networks to source candidates effectively.

Maintain accurate records of candidate interactions and recruitment metrics in the applicant tracking system.

Living by our values over avoiding conflict You’re comfortable having direct, respectful conversations—whether it’s pushing for a higher bar, giving candid feedback, or helping align stakeholders when priorities compete.

Transformational over predictable We value recruiters who challenge assumptions, help hiring managers sharpen what “great” looks like, and are willing to redesign how we hire as the company evolves.

Intensity over comfort Building the first recruiting function is demanding. Craftsmanship over throughput We care more about hiring the right people than hiring quickly for its own sake. Thoughtful outreach, well‑run interviews, and clear communication matter more than volume metrics.

You don’t wait for perfect systems to exist— you build, adapt, and improve them as you go, while holding a high bar for candidate experience and hiring quality.

Comfort using/learning to use hiring software, ATS tools, and social platforms (e.g., LinkedIn) as part of daily recruiting workflows.

Bachelor’s degree in human resources, business administration, or a related field.

Experience recruiting or working in a closely related talent, people, or HR role.

Solid understanding of end‑to‑end recruiting processes, including sourcing, screening, coordination, and candidate communication.

Experience owning full‑cycle recruiting in a startup or high‑growth environment.

Prior experience being the first or early recruiter at a company, or building recruiting processes from scratch.

Familiarity with recruiting technical roles (engineering, product, data, or AI).

Experience managing and optimizing an ATS, including pipeline hygiene, reporting, and metrics.