Founding Recruiter

Who are we? We’re transforming one of the last untapped industries where billion-dollar enterprises still rely on pen and paper. Inspections are critical to global safety, yet the technology behind them still mostly functions on manual processes. Every day, over a million inspectors manually assess infrastructure, factories, and goods using processes that haven’t evolved in decades. The result? Delays, errors, and billions in losses. We’re using AI to change that - building a future where inspections are instant, precise, and fully automated. We’ve raised an oversubscribed pre-seed round totalling $4M from tier one investors (who backed Stripe, Lime, Discord, Flexport). We work with some of the largest Testing, Inspection, and Certification (TIC) companies globally increasing inspection throughput. This is an incredible moment to join as we scale rapidly toward Series A. About this role We’re entering a phase of sustained growth and want to build hiring as a core capability. This role owns end-to-end hiring alongside the founders for engineering, product and GTM roles and will shape how we attract, assess, and close talent as we scale. This is a hands-on, high-ownership role. You’ll help design the system and run it.

What we’re looking for Must-haves

• 4–7+ years experience recruiting engineers
• Experience in early-stage or scaling startups
• Proven ability to source directly, not just manage inbound
• Strong intuition for technical bar & team fit

Nice-to-haves

• Experience as a first or early recruiter
• Experience building hiring processes from scratch
• Employer branding experience

What you’ll do Own the hiring engine

• Run end-to-end recruitment
• Translate headcount plans into clear hiring strategies
• Own pipelines, prioritisation, and time-to-hire
• Design and continuously improve:
• • Interview processes
• Scorecards
• Feedback loops
• Hiring metrics (time-to-hire, pass-through rates, source quality)

Source like an operator

• Proactively source high-signal candidates (LinkedIn, referrals, outbound)
• Build and maintain long-term talent pipelines

Candidate experience

• Run a high-touch, respectful, fast candidate experience
• Set clear expectations and close loops properly