26,460 Remote Startup Jobs (August 2026) - Apply with AI

About the Role A seed-stage enterprise AI infrastructure startup is building AI-driven knowledge discovery systems from the ground up — and is looking for a Founding Machine Learning Engineer to lead this charge. This is a high-impact, early team opportunity where you'll shape both the technical foundation and the strategic direction of all ML efforts, working directly with the founding team to define the product roadmap and long-term AI vision. The company provides an enterprise context layer that makes AI agents reliable, accurate, and secure for mission-critical operations in highly regulated industries such as insurance, asset management, banking, healthcare, and logistics. The platform automatically builds a holistic domain model across enterprise data sources — mapping relationships, resolving conflicts, and delivering real-time governed context to AI agents at runtime. This role is on-site in San Mateo, CA . Visa sponsorship is available. What You'll Do Design and deploy production-grade models and pipelines for Knowledge Extraction, Natural Language Understanding (NLU), and Information Retrieval. Drive advances in unsupervised learning and fine-tune large language models to build scalable, high-performance AI applications. Make key architectural decisions and iterate hands-on, balancing rapid development with long-term scalability. Collaborate with the founding team to shape the product roadmap and set the strategic direction for AI initiatives. Hire and mentor the ML team as the company scales. What We're Looking For Must-haves (dealbreakers): 5+ years of experience as a Machine Learning Engineer building and deploying production ML systems, models, or data pipelines. Demonstrated experience building and fine-tuning Large Language Models (LLMs) or working with transformer-based architectures. Hands-on experience designing and deploying end-to-end ML pipelines and systems in production environments. Required skills experience: Proficiency in Python and ML frameworks (PyTorch, TensorFlow, or equivalent) for model development and experimentation. Experience with NLP tasks including text classification, entity extraction, or semantic understanding. Experience building information retrieval systems, search systems, or knowledge graphs. Experience with unsupervised learning techniques and methods for discovering patterns in unlabeled data. Experience working with large-scale data infrastructure, data lakes, or distributed systems for ML workloads. Track record of making architectural decisions and owning technical direction in early-stage or high-impact projects. A builder mentality — thrives in ambiguous, fast-moving environments and can move fast without sacrificing quality. Nice to have: Experience with prompt engineering, retrieval-augmented generation (RAG), or other generative AI techniques. Background in data discovery, data cataloging, or enterprise data management systems. Prior experience at early-stage startups or founding teams building ML products from scratch. Experience with ML model evaluation, monitoring, and optimization in production systems. Location Logistics Location: On-site in San Mateo, CA, US (full-time, in-person). Visa sponsorship: Available. Employment type: Full-time.

Posted 1 week ago

The Opportunity FutureSight is seeking an applied AI builder to co-found and lead the technical direction of a new B2B AI venture from the ground up. This is a co-founder partnership with founder-level equity and founder-level authority, not a salaried executive role. We are not looking for someone who manages engineers from a distance or adds AI language to a traditional CTO resume. We are looking for someone who can take a vague problem, frame it clearly, design the right system, and turn it into something customers actually use and trust. If you've gone from ambiguity to working product before — and you want to do it again with the backing of an experienced venture building team — this is the opportunity. This is a full-time, exclusive commitment to building and owning a single B2B AI venture from the ground up. About FutureSight FutureSight is a leading venture builder that co-creates world-class software companies with values-driven entrepreneurs from inception to exit. We are a team of founders, operators and designers with experience successfully bringing software to market at scale. You'll co-create with a proven venture building team, including: John Carbrey – 4x founder, bootstrapped to $100M ARR Joshua Auslander – Seasoned CFO and strategic advisor with $200M aggregate exits Alan Smith – Globally recognized early stage validation expert, 24 products launched, an exit, 5M+ books sold Prathna Ramesh – Early-stage investor and capital strategy advisor The Partnership Founder-level equity with meaningful ownership from inception, aligned across funding rounds Founder-level authority, including co-decision rights on product, technology, hiring, fundraising, and strategy Pre-seed capital committed by FutureSight for early hires and MVP development, with potential for follow-on funding A proven process and playbook for taking ventures from 0 to 1, informed by our team's prior experience and mistakes Venture building and scaling resources, including embedded design, engineering, growth, and fundraising support from day one Investor and advisor network across B2B AI and early-stage capital markets A true co-creation model in which you operate as CTO with FutureSight's cross-functional team as your partner — building alongside you. What you'll own As Co-Founder CTO, you will set the venture's technical direction and lead its execution. This is a co-founder role, not a CTO hire. Technical Direction — Own problem framing, architecture, system design, and product judgment from day one, translating rough product intent into structure, context, and specs that both humans and AI systems can execute against Build — Use modern tools and frontier models to move fast without sacrificing quality or maintainability, designing agentic systems with first-principles thinking and knowing when orchestration adds genuine leverage versus when simplicity is the better call Customer Market — Be the primary technical voice in early customer conversations, understanding real workflows and shaping the right product rather than just shipping quickly Traction Before Scale — Prove there is something worth scaling before thinking about scaling it, focusing on traction first and team-building second Capital — Contribute to fundraising, from investor conversations to due diligence Team — Recruit and grow a technical team when the time is right, and establish the cultural foundation of the company Co-Founder Profile Proven track record of shipping AI products to real users under real-world constraints — not research, experiments, or prototypes Deep practical experience with frontier models, LLM-based systems, and agentic architectures, with strong system design instincts and a bias for simplicity and maintainability Strong translation layer skills — able to turn messy product intent into clear structure, constraints, and specs that both humans and AI systems can act on Close to the customer, comfortable in customer conversations, and able to let real workflows shape what you build Rigorous about verification — feedback loops, evaluation, and systems that can be trusted Prior experience as a technical co-founder or early engineering leader, with fundraising experience a strong plus Founder at heart — energized by ambiguity, able to go far alone, and ready to commit fully How to Apply Please submit your resume, LinkedIn profile, and a brief note on why this venture aligns with your goals as a founder. We will move quickly for the right candidate. FutureSight is committed to diversity, equity, and inclusion. We welcome applicants of all backgrounds and experiences.

Posted 2 weeks ago

About the Role We're a seed-stage wearable AI company building an AI co-pilot for skilled field technicians — delivered through industrial smart glasses — that helps workers in high-stakes industries like data centers and energy infrastructure operate at an expert level. Our stack spans edge inference, real-time voice/video, and agentic visual reasoning running on real hardware in demanding environments. We're looking for a Founding AI Engineer with 1–5 years of experience who has shipped production multimodal and agentic AI systems to real users. This is a hands-on, end-to-end ownership role at the core of our product — not a research or prototyping position. What You'll Do Build and ship the production agentic Vision-Language Model (VLM) pipeline running on industrial smart glasses — multi-step, tool-using visual-reasoning loops against real customer workflows (SOPs, inspection, field service). Own model orchestration and runtime optimization for edge inference, balancing model quality against latency with graceful degradation across variable connectivity conditions. Design and build the evaluation harness and data flywheel from scratch — failure-mode capture, customer-data fine-tuning loops, and measurable quality improvements each release cycle. Ship real-time voice and video AI interfaces tailored to different end-user profiles: video-heavy, conversational speech, and proactive alerting. Build RAG pipelines for efficient creation and querying of enterprise knowledge bases from field operator data. Drive multimodal model training for on-premise deployments: open-source model SFT, RL post-training, and quantization. What We're Looking For Required (Dealbreakers): Demonstrable track record shipping production multimodal and computer vision systems in the VLM era, owning the model layer end-to-end — with hands-on expertise in visual-language and/or video-language VLMs/VLAs. Bachelor's degree in Computer Science, Machine Learning, Engineering, or equivalent — graduated 2018 or later. Willingness to work on-site 5 days/week in San Francisco, CA. Also Required: Experience with applied agentic AI or model orchestration in production settings. Experience building production AI products at a startup or high-ownership AI team, or relevant big-company experience (AR/smart glasses, real-time video/streaming, on-device/edge ML) paired with a strong builder signal (e.g., early startup, side projects, open-source contributions). Experience with rigorous evaluation methodologies — ground-truth evals, trajectory evals, tool-call accuracy, and regression testing for comparing models and orchestration stacks. Strong foundation in CS, ML, or engineering, or a demonstrated equivalent through shipping history. Nice to Have: Experience with production AR or wearable AI (e.g., AR headsets, mixed reality platforms) or autonomous driving computer vision. On-prem / self-hosted model deployment, including serving and optimizing open-weight models on customer hardware, or hands-on fine-tuning and deployment of vLLMs. Exposure to industrial domains such as data centers, energy grids, aerospace, or manufacturing. Experience with in-context grounding or RAG against a knowledge base, including tool and knowledge base wiring. Master's degree with a vision or multimodal research component. Tech Stack Includes: Python, PyTorch, vLLM, Triton, Ray Serve, ONNX, TensorRT, Hugging Face Transformers, LangChain, RAG, RLHF, SFT, Quantization (GPTQ, AWQ), Edge AI, Multimodal LLMs, Vision-Language Models, Docker. Compensation Benefits Salary: $180,000 – $240,000 USD annually Early-stage equity as a founding team member Visa sponsorship: Not available Location On-site, 5 days/week in San Francisco, CA . This is not a remote or hybrid role.

Posted 2 weeks ago

Join SignalFire’s Talent Network for Founding Front-End Engineer Roles at VC-Backed Startups 🛑 This is not an application for a specific job. Instead, this is a way to get on the radar of VC-backed startups that are actively hiring Engineering talent. If you have any questions, please direct inquiries to [email protected]. At SignalFire , we partner with top early-stage startups that are shaping the future of technology. Our portfolio spans 200+ innovative companies across AI, cybersecurity, healthtech, fintech, developer tools, and enterprise SaaS. We’re looking to connect with exceptional Founding Front-End Engineers who are excited about building and scaling user-centric applications at early-stage startups. By joining SignalFire’s Talent Network, your profile will be shared with our portfolio companies, giving you visibility into exclusive early-stage opportunities that may not be publicly listed. Who Should Join? We’re looking for engineers who are: ✔ Passionate about building exceptional user experiences and modern web applications ✔ Excited about joining early-stage startups and working directly with founders ✔ Interested in shaping front-end architecture, performance, and design systems Typical Roles Responsibilities Design and develop scalable, high-performance front-end applications Build intuitive, responsive, and visually engaging UI/UX experiences Optimize front-end performance, accessibility, and responsiveness Collaborate with product designers, backend engineers, and founders to align on vision and execution Develop component libraries and reusable front-end architecture for scalable applications Implement and maintain state management, API integrations, and client-side logic Define best practices for front-end development, code quality, and UI testing Common Qualifications While each startup has its own hiring criteria, many founding front-end engineering roles in our network look for: 3+ years of experience in front-end development, with a strong track record of shipping user-facing products Expertise in modern JavaScript frameworks (React, Vue.js, Angular, Svelte) Strong proficiency in HTML, CSS, TypeScript, and JavaScript (ES6+) Experience integrating with RESTful APIs, GraphQL, and WebSockets Knowledge of state management libraries (Redux, Zustand, Recoil, Vuex) Familiarity with server-side rendering (Next.js, Nuxt.js) and static site generation Strong understanding of web performance optimization, accessibility (a11y), and security best practices Proficiency with version control (Git), CI/CD workflows, and front-end testing frameworks (Jest, Cypress, Playwright) Experience working in early-stage startup environments or small, fast-moving teams is a plus 💡 Technologies You Might Work With: Languages Frameworks: JavaScript (ES6+), TypeScript, React, Vue.js, Angular, Svelte, Next.js, Nuxt.js Styling UI: CSS, SCSS, Tailwind CSS, Styled Components, Material UI, Chakra UI State Management: Redux, Zustand, Recoil, Vuex, MobX APIs Data Handling: REST APIs, GraphQL, WebSockets, Firebase, Apollo Client Tooling Performance: Vite, Webpack, Babel, ESLint, Prettier, Lighthouse Testing Deployment: Jest, Cypress, Playwright, Storybook, GitHub Actions, Netlify, Vercel Cloud DevOps: AWS Amplify, Firebase, GCP, Docker, Kubernetes What Happens Next? Submit your application to join SignalFire’s Talent Ecosystem. We review applications on an ongoing basis to identify strong candidates. If there’s a match, a SignalFire talent partner or a leader from one of our startups may reach out directly. No match yet? We’ll keep your profile on file for future front-end engineering roles in our portfolio.

Posted 2 weeks ago

Bit Edge is seeking a hands-on CTO & Co-founder to lead the technology strategy and product delivery for an AI SaaS platform. You'll work closely with the Founder & CEO, making key architectural decisions and building a world-class engineering team. The ideal candidate has significant SaaS experience and a strong understanding of AI applications. This is an office-based role in Gdańsk / Tricity, Poland, with a focus on collaboration and rapid product development.

Posted 1 week ago

You own hiring at Swans. We are a dozen people today and need to be thirty-plus by the end of 2027, across nearly every function we have. You will not be handed a pipeline or a playbook. Both are yours to build. Compensation: €65,000 base, plus a performance bonus of up to €20,000, plus stock options on a 4-year vest with a 1-year cliff. Same band wherever you live. Location: fully remote, with your day overlapping European hours enough to work closely with the team, with quarterly in-person team meetups. Reports to: Max, our CEO. No layer in between. Process: five stages, and we move fast. First call to offer inside two weeks. About Swans Swans is turning a law firm from a firm that uses software into a firm whose operations run themselves. Not software people use to do the work: software that does the work. We sell to US personal-injury firms, the plaintiff side, representing people who have been injured. The work is high-volume, admin-heavy and almost entirely mechanical, and today it is done by hand at every firm in the country. A claim that stalls for four months is a real person not being paid. Two things make it hard. First, running a firm's daily operations means surviving messy data, disconnected legacy systems, cases that run for months waiting on hospitals, insurers and government offices, and actions that cannot be undone. That is where most enterprise AI fails. Second, making it work at every firm rather than one. Every firm does the same work differently, and the industry's only answer is to embed a forward-deployed engineer inside the customer to map it by hand. Palantir invented the role, and the frontier labs are now betting billions on it. We do that work by hand inside some of the largest PI firms in the US, and we are building the platform that makes it repeatable. Our custom work is already in production. At one client firm, our workflows now run the whole claims department, taking out an estimated 30-50% of its workload. We work with US personal-injury firms of 500+ staff, we are closing seven-figure contracts, and we are profitable inside our first two years. We are also investor-backed. Founders: Max Stulz (CEO), previously COO of a law firm he took from near-bankrupt to 15% profitability, and Martin Kravchenko (CTO), previously CTO and equity partner at a law firm now on track for a nine-figure exit in under three years. The business already works. What does not exist yet is the team that builds and delivers the product, and that is what you are here to hire. The role Roughly twenty hires over the next eighteen months, across profiles that have almost nothing in common: Product engineers. Senior, AI-native, building the platform from an empty repo. Legal engineers. Our client-facing engineers, embedded inside law firms doing the mapping by hand. Technical and genuinely sociable, a rare combination that is mostly not sitting on a job board. Onboarding and delivery. The people who get a new firm live and make the change stick. Client success, consultants and support. The layer that keeps firms successful once they are live. The company backbone. Marketing, an executive assistant, event planning, and in time recruiters working for you. You report to Max, our CEO, and you build the recruiting function from nothing: process, tooling, and in time your own team. What the work actually looks like So you can judge this now rather than in week two. On the high-inbound roles: Roughly 100 CVs on a heavy screening day , at about 90 seconds each . That is two and a half hours. Up to 10 intro calls in a day when a funnel is running hot. Roughly 1 in 10 of those calls advances , with a written read attached: name, comp expectations, availability, location, the call recording, and your point of view. Then the second and third interviews on the ones that advance, which are yours to run. Product engineering inverts all of it. Almost nothing useful arrives on its own, the pool is small, and one strong candidate can take weeks of outbound and several conversations. You will be doing both in the same week and the balance shifts constantly. Sourcing is mostly outbound and mostly yours. You will have LinkedIn Recruiter, Wellfound, and budget for wherever else a profile lives. Ashby is our ATS and you own it. Every week you collect feedback, calibrate against it, and get sharper. You own the outcome, not the activity. The hardest part: finding engineers nobody else can find Our one non-negotiable technical screen is AI-nativeness, and it is not "uses Claude Code daily". It means an engineer who builds the system that builds the product: what they know goes into the codebase as the infrastructure their AI agents run inside, so a class of mistake gets retired once instead of corrected every time it reappears. The people who genuinely work this way have artifacts to show for it. The people who do not are often the most fluent talkers about it, and have nothing to show. Fluency is the false signal, which is exactly why this cannot be screened off a CV. You do not need to be technical for this, and assessing candidates' code is not part of the job. That said, if you come from an engineering background and want to bring it to bear, there is room for that. What you will do is find these people in a small pool, mostly not looking, and get them to take a call with a company they have never heard of. That is the hardest single thing in this job and it is nearly all outbound. Being credible for the ten minutes it takes to get a reply means learning enough of the vocabulary to sound like someone worth answering. What we need End-to-end ownership. You have run hiring loops yourself, from sourcing to offer, without a big team holding your hand. Ideally at a startup where you juggled multiple profiles and five or six open roles at once. Outbound sourcing that works. You have gone after people who were not looking and got them to reply. Volume alone is not the skill: the message is. Speed and a trial-and-error instinct. You move fast, test approaches, and do not get precious about process. Sharp judgment on people. You can read a CV and a fifteen-minute call and form a defensible point of view. You are comfortable making the call and standing behind it. Strong written and spoken English. Your write-ups have to be crisp and synthesized, and you have to run interviews smoothly and confidently. Startup DNA. You thrive in ambiguity, you are flexible, and shifting priorities energize you rather than rattle you. Ambition and trajectory. You have grown fast so far and you are hungry to keep doing it. Ideal background At least 3 years of recruiting or talent experience, preferably at a startup. How fast you have grown matters more than how long you have been doing it. Evidence of going well beyond what anyone asked of you. Excelling at university while running five things on the side counts. So does anything else that shows real agency: something you built, ran, fixed or sold that nobody told you to. Hiring across a range of roles rather than one narrow function. We are not looking for the specialist who spent eight years recruiting one type of engineer. We want a generalist athlete. This role will NOT be a fit if You want a typical 9/5 job. In this role you are NOT assessed on "doing work" and killing time, but rather on driving real results and doing whatever it takes. You want a slow, low-volume desk. Read the numbers above again. You need a playbook handed to you, or you only recruit one function. You will build the process as you go, and hire engineers one week and an executive assistant the next. You avoid making calls. Your entire value is your judgment and your willingness to put a stake in the ground on a candidate. You only want to source. Handing off every candidate at the intro call is not this job. You run full loops, and over time that includes the engineering ones. What you get Stock options, 4-year vest, 1-year cliff. A bonus you help design. The scorecard behind the €20,000 does not exist yet. You build it with Max in your first month, which means you are not being measured against a target somebody set without you. Fully remote , same band wherever you live, with quarterly in-person team meetups. Recently Barcelona and Lisbon, next Tokyo and London. Direct partnership with the founders. You shape every key hire and build the recruiting function from the ground up. A clear path to Head of Talent as Swans scales and you build your own team. Real money on getting better: executive coaching, conferences, certifications and training. Over $200,000 across the team last year. Whatever hardware and tooling you need , AI usage included and uncapped. Our mission The legal industry is outdated, overpriced, and structurally closed to innovation. Low-income Americans get no legal help, or not enough, for 92% of the civil legal problems that substantially affect them, and reform is blocked by laws that prohibit non-lawyers from owning or operating law firms. By equipping law firms with cutting-edge technology and world-class operations, we intend to push the industry ten years forward and deliver faster, better and more affordable legal services at scale. Our values Value alignment is not negotiable here, because you work closely with the founding team and your hires shape everything we build: Relentless Excellence: we pursue mastery in every detail, not for perfection's sake, but because success with our clients and our mission requires it. Radical Integrity: we choose transparency, honesty and accountability, not for virtue's sake, but because trust is the only way our work succeeds. Sincere Care: we care enough to anticipate needs and act with empathy and intention, because genuine connection drives everything we build. Our standards are high. On our hardest roles, historically fewer than 0.5% of the candidates we see clear the bar. Holding that while filling twenty seats is the actual job. Interview process Screening call, 15 minutes, with Ana, our Founder's Associate. The basics: can we communicate, and is this worth both our time. Intro call, 30 minutes, with Max (CEO). Fit, compensation, location, timing. Straight answers both ways. Working session, 60 minutes, with Max and Martin (CTO). We send you a real stack of CVs and the brief for one of our open roles in advance. You bring your shortlist and your written reads, we go through them together, and you run a mock intro call on us. This stage carries the most weight, because it is the job rather than a proxy for it. Team conversations. Two or three short, casual chats with the people you would be hiring for. Founders conversation with Max and Martin. Less an interview than a decision: where the company is going, what you want, and whether the offer works for both sides. Five stages sounds like a lot. We compress them: first call to offer inside two weeks, and you will not be waiting a week between conversations.

Posted 2 weeks ago

LanceDB is seeking a Founding Recruiter to scale its team and standardize its recruiting process. This role involves partnering with leadership to define hiring strategies, overseeing the recruiting platform, and enhancing candidate experiences. Applicants will engage with diverse talent across engineering, sales, and marketing functions while focusing on building a world-class recruiting function in a startup setting. Candidates with 8+ years of recruiting experience, especially in technical environments, are preferred. The role allows for remote work across the United States and aims to expand internationally.

Posted 3 weeks ago

ABOUT THE ROLE Byte Kite is a digital marketing agency helping clients across a range of industries grow through effective content and digital marketing. As a Content Writer, you will create high-quality content for multiple B2B clients, including long-form articles, case studies, email sequences and landing pages. You will work directly with client subject-matter experts and adapt your writing to different industries, audiences and brand voices. WHAT YOU WILL DO Produce four to six long-form pieces per month plus supporting short-form assets Interview client experts and turn transcripts into publishable drafts Adapt voice across clients, from regulated financial services to developer tooling Work with the SEO team on briefs, and push back when a brief will not serve the reader Self-edit to a publishable standard before it reaches an editor Fact-check your own work and source claims properly WHAT WE ARE LOOKING FOR 2+ years writing professionally for business audiences Three published samples you personally wrote, submitted with the brief you were given Comfortable interviewing experts on subject matter that is new to you Fast turnaround on direct editorial feedback without friction Able to explain how you use AI tools in your process - we screen for judgement, not avoidance NICE TO HAVE B2B or agency experience; SEO content writing; technical or SaaS writing; experience writing for regulated industries; journalism or editorial experience; and familiarity with content management and SEO tools. COMPENSATION AND BENEFITS Competitive compensation based on experience and qualifications, with the full package discussed during the interview process. Professional development and training opportunities. Fully remote across US time zones, with additional company benefits discussed during the interview process. HIRING PROCESS Application review - 30-minute conversation - paid practical exercise - discussion of your work with the team - offer. EQUAL OPPORTUNITY Byte Kite is an equal opportunity employer. We consider all qualified applicants without regard to race, colour, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected characteristic. If you need an accommodation at any stage of the process, contact our recruiting team and we will arrange it. Location: Remote

Posted 1 week ago

FutureSight is seeking a Technical Co-founder (CTO) to join their innovative AI collections venture. The role involves taking ownership of product and engineering, focusing on building and improving an AI collections agent. Key responsibilities include establishing system architectures, managing integrations, and leading a founding engineering team. Candidates should possess experience in LLM-powered systems and have strong hands-on coding skills. A finance background and a collaborative mindset are advantageous. This partnership offers significant equity and a role in company decision-making.

Posted 2 weeks ago

The Technical Recruiter role at FMX focuses on leading recruitment efforts for technical teams across Engineering, Product, and some support for Customer Success and Marketing. This position requires collaboration with hiring managers to understand team needs, crafting sourcing strategies, and fostering relationships with candidates in specialized talent markets. The role emphasizes managing the entire search process from kickoff to closure, enhancing the recruiting experience, and maintaining the company's employer brand within the technical community.

Posted 1 day ago

Talentful, founded in 2015, is at the forefront of redefining recruitment by helping high-growth technology companies build world-class teams. The company collaborates with global innovators like Alphabet and Microsoft, focusing on strategic hiring and operational excellence. Talentful is seeking a Technical Recruiter to attract top software engineering talent through innovative sourcing techniques while fostering strong partnerships with client stakeholders. This position emphasizes creating measurable business outcomes and exceptional candidate experiences, all within a supportive and knowledge-sharing environment.

Posted 1 day ago

Aretum is seeking a Technical Recruiter to support recruiting across active contract hiring, anticipated awards, and strategic talent pipelines. This role will manage the candidate process from initial sourcing through qualification and submission, proactively identifying talent, conducting candidate screens, and presenting qualified candidates to Recruiting Managers and hiring teams. Responsibilities Source technical, IT, cybersecurity, cloud, engineering, data, and other specialized candidates Conduct targeted searches using LinkedIn Recruiter, ClearanceJobs, Dice, Boolean searches, referrals, and other sourcing channels Build pipelines for active requisitions, proposal staffing, anticipated awards, recompetes, and incumbent capture efforts Screen candidates for technical qualifications, federal contracting experience, clearance eligibility or status, compensation, location, availability, and overall fit Submit qualified candidates to Recruiting Managers and hiring teams with clear and accurate screening notes Develop effective candidate outreach and sourcing strategies for difficult-to-fill roles Maintain accurate candidate records and recruiting activity within the ATS Track sourcing activity, screens, submissions, and pipeline progress Provide market feedback regarding candidate availability, compensation, and recruiting challenges

Posted 1 day ago

About Kojo It's time to build. Whether it's creating more housing, upgrading our infrastructure, or adapting to climate change, one thing is clear: the construction industry is at the center of solving our biggest problems. We’re making buildings cheaper and easier to build by transforming the way commercial construction companies buy their materials. Join us. Founded in 2018, Kojo is now one of the fastest-growing construction technology companies in the world. Construction accounts for $10 trillion in global spend annually and we can’t live without its output - our roads, schools, hospitals, and offices. Despite this, there’s been very little innovation over the past 70 years in how materials - which constitute up to 40% of project costs - are bought and sold. This is our opportunity. About Kojo It's time to build. Whether it's creating more housing, upgrading our infrastructure, or adapting to climate change, one thing is clear: the construction industry is at the center of solving our biggest problems. We're making buildings cheaper and easier to build by transforming the way commercial construction companies buy their materials. Join us. Founded in 2018, Kojo is now one of the fastest-growing construction technology companies in the world. Construction accounts for $10 trillion in global spend annually and we can't live without its output, our roads, schools, hospitals, and offices. Despite this, there's been very little innovation over the past 70 years in how materials, which constitute up to 40% of project costs, are bought and sold. This is our opportunity. About the Role LATAM engineering hiring isn't the quiet, cost-driven move it used to be. More and more AI and software companies are standing up permanent engineering centers across the region, and senior placements have overtaken junior ones. We're doubling down on LATAM technical talent with a Mexico City office in 2027. This is a chance to own technical recruiting for that build, and sharpen our technical recruiting motion as that bet gets bigger. This hire will be the sole technical recruiter at Kojo with real authority over how we compete for engineering talent in one of the fastest-moving, least-understood talent markets in tech right now. You partner directly with engineering leadership, work alongside a recruiting coordinator so the logistics don't fall on you alone, and partner with our Director of Talent to hold an increasingly heightened talent bar that determines who builds Kojo's product. What you'll own Run full-cycle, white-glove recruiting for Kojo's LATAM engineering org, plus occasional NA-based technical searches when they come up. Build an evergreen, competitive outbound pipeline of A+ engineers, identifying high-talent-density teams and coaching hiring managers on how to go after passive candidates the rest of the market isn't reaching. Hold the bar high enough that engineering leadership trusts every name you bring them, and say so when a panel is about to settle. Keep Ashby clean enough that anyone on the team can trust it without a second look. Work AI-natively: Claude, Granola, Ashby, LinkedIn Recruiter's AI features, and emerging sourcing tools are part of how you source, screen, and manage pipeline day to day, not an occasional shortcut. Representative Projects Built the outbound engine behind Kojo's first wave of LATAM engineering hires, senior-heavy from day one, with next to no inbound volume to lean on. Closed a senior engineer against a competing offer from a company paying well above what the market usually requires. Earned enough trust with an engineering leadership team that they started asking for you by name. About You You've watched LATAM engineering hiring go from a quiet advantage to one of the most contested plays in tech, and you want to be the person who masters it while everyone else is still catching up. This is the kind of role that turns into a specialty, and a reputation. If you'd rather build the pipeline nobody else has than work off whoever applies, we should talk. What we're looking for Exceptional ownership and agency to proactively identify pipeline gaps, create momentum on stalled searches, make sound calls with imperfect information, and consistently drive every search across the finish line without waiting for direction (3+ years of full-cycle or coordination recruiting experience required). A keen eye for who's truly great, on and off the resume, and a real stake in whether a hire turns out to be a top performer, not just whether a role gets filled. Proven outbound sourcing credibility, whether it’s a fluency in LinkedIn Recruiter or another sourcing funnel. The most impactful business partners have real opinions on target companies, who's overpaying, who just had layoffs, and where the best underrated senior engineers are, especially now that everyone else is chasing the same names. Technical fluency in the roles you’re hiring for, knowing enough about engineering to earn a Director of Engineering's trust, fast. Genuine care, showing up for candidates as a trusted resource in the market, not simply an interview scheduler Proven stakeholder partnership where hiring managers treat you as part of their team, not an outside vendor filling a req. Someone who wants to be shadowed, takes feedback as fuel, and cares about the recruiting team's success as much as your own. English fluency, since you'll work daily with NA-based engineering leadership and hiring managers. What you care about Customer Obsession: A candidate's experience is a business need, not a box to check after hours. Passion: You take real pride in who you hire, not just that a role got filled. Accountability: You call out when a panel's about to settle, and you own a search's outcome like it's yours. Working at Kojo Salary: Your salary will be dependent upon many factors, including your experience level, skillset, market dynamics and balancing internal equity relative to other Kojo employees. The compensation and benefits information that we provide is based on Kojo’s good-faith estimate as of the date of the job posting and may be modified in the future. Benefits: This position is also eligible for a new hire equity grant and all US-based full time employees are eligible for our full suite of perks and benefits. For more information about our perks and benefits, check out https://www.usekojo.com/careers . Location: Kojo’s team members work from home 100% of the time across North and South America. If applicable, we’ll identify the travel and/or location-specific requirements of a position in the text above. Otherwise, team members can expect to work business hours congruent with their local time zone and remotely. Inclusive Workplace: Kojo values diverse perspectives and is committed to building an inclusive workplace. We are proud to be an equal opportunity workplace and do not discriminate on the basis of sex, race, color, age, sexual orientation, gender identity, religion, national origin, citizenship, marital status, veteran status, or disability status. Pursuant to the San Francisco Fair Chance Ordinance, we consider for employment qualified applicants with arrest and conviction records. We strongly encourage people from underrepresented groups to apply. Scam Notice: Please be aware that there are individuals and organizations that may attempt to scam job seekers by offering fraudulent employment opportunities in the name of Kojo. These scams may involve fake job postings, unsolicited emails, or messages claiming to be from our recruiters or hiring managers. Kojo will never ask for any personal account information, such credit card details or bank account numbers, during the recruitment process.

Posted 2 days ago

At Linear, we're building the product development system for teams and agents. AI is fundamentally changing how software gets built, and we’re shaping the tools this new era requires. Founded in 2019, Linear has become the platform of choice for more than 40,000 companies (including OpenAI, Coinbase, and Ramp) to plan, build, and ship their products. Today, our team is distributed across North America, Europe, and Australia, and we’re continuing to grow internationally. What unites us is relentless focus, fast execution, and a deep care for software craftsmanship. Our Talent team is looking for an experienced and discerning technical recruiter to help build Linear’s next generation of engineering talent. This is a hands-on, high-impact role for someone who sees recruiting as a craft. Your primary focus will be growing our engineering team in North America. You’ll work closely with engineering leadership and our existing recruiters across product, infrastructure, AI, mobile, and emerging technical roles. You’ll own the full search, from mapping talent markets and activating networks through assessment, work trial support, and close. Linear engineers tend to combine technical depth with product judgment, craftsmanship, and significant ownership. Finding them requires more than matching resumes to requirements. We’re looking for someone who can recognize these qualities, reach candidates with precision, and continually sharpen their judgment through close partnership with our team. All recruiters at Linear are generalists and may support other functions as company priorities evolve, but engineering will be the primary focus of this role. Location work mode Linear is a remote-first company, with optional co-working offices in San Francisco, New York, and London. This role is open to candidates based in North American (Eastern time zone), with a strong preference for the New York City area. Being in New York enables closer partnership with our growing local team, candidate events, and optional in-person support during work trials. We value deep focus and async collaboration, with intentional moments to connect in person through team off-sites, optional co-working, and occasional travel. What you’ll do Partner directly with engineering leaders to understand their teams, develop hiring strategies, and own searches across product, infrastructure, AI, mobile, and other technical areas Build consistent, high-quality pipeline through talent mapping, direct sourcing, referrals, and long-term relationship development Identify engineers with strong technical foundations, product judgment, craftsmanship, and evidence of operating with significant ownership Conduct in-depth recruiter assessments covering technical fluency, ownership, product sensibility, motivations, and alignment with Linear’s working environment Maintain momentum through transparent communication, fast feedback loops, and clear ownership at every stage Use funnel data, candidate feedback, and hiring outcomes to improve sourcing strategies and pre–work trial calibration Maintain accurate, useful data in Ashby and ensure hiring partners have clear visibility into pipeline health, risks, and next steps Contribute to how our small Talent team works, while remaining adaptable enough to support other functions as company needs evolve What we’re looking for 5+ years of full-cycle technical recruiting experience, including hiring senior engineers at high-growth startups or product-led technology companies Exceptional sourcing ability, with evidence of turning research, networks, referrals, and thoughtful outreach into qualified candidate relationships Strong judgment about technical talent, product orientation, ownership, and the environments in which candidates are likely to perform best The ability to build credibility with highly sought-after engineers and represent Linear’s opportunity with clarity and candor A record of developing trusted, direct relationships with demanding hiring managers and technical leaders Strong interviewing skills and the ability to distinguish polished interview performance from meaningful evidence of impact Clear, persuasive written and verbal communication High operating discipline, including thoughtful prioritization, reliable follow-through, accurate data, and fast feedback loops Comfort working without heavy process on a small, distributed, high-performing team Familiarity with Linear or other products and companies defined by exceptional software craftsmanship A commitment to candidate experience, including the ability to deliver direct feedback and navigate complex or competitive closing conversations Adaptable generalist who can quickly learn and support hiring across other functions (e.g., go-to-market) as company needs evolve What we offer We're a small, focused team that cares deeply about the quality of our work and the people we do it with. Here's what you can expect: Competitive salary and equity Employee-friendly equity terms including early exercise in the US and extended exercise windows Daily meal and coffee stipend on every workday Paid co-working space or desk Health coverage (based on country requirements) 5 weeks paid vacation 4 months paid parental leave Paid month off after 4 years every 2 years thereafter Regular team events and off-sites Remote-first with no required commute Learn how we think and work: A story about our mission: Read Me Our hiring process: How we hire at Linear How we work: Designing remote work at Linear Designer Fund: How we use AI in design How Linear uses Linear: How our Customer Experience team works in Linear A video series: Conversations on Quality Building our teams: Why and how we do work trials at Linear Our recent Series C Fundraise and Giving our team liquidity Linear is an equal opportunity employer. We do not discriminate based on race, color, religion, gender identity or expression, sexual orientation, national origin, age, disability, veteran status, or any other protected characteristic under applicable law. A note on recruitment fraud: all official Linear hiring communication comes from an @ linear.app email address, and all open roles are listed at linear.app/careers . We never ask candidates for payment or financial information. Suspicious messages can be reported to [email protected] .

Posted 1 week ago

Hi! I'm Kristiine , and I'm Head of People at Modash. I'm on the hunt for a Technical Recruiter to join me and Maarja on one of the most fun missions a recruiter can be on: finding exceptional engineers for a company that's genuinely on a roll. Ever wondered how it is to join a startup while it's still small, still very much in the building era while starting to scale? This is it! Background reason for hiring You know that magical moment where a startup grows into a success story? We're there. Modash has huge momentum - results are great, so is the team - we just want to grow faster. We're a team of over 80 people, remote-first, spread all around Europe with a hub in Toronto, Canada. This could be the chapter of your career you'll talk about for years. Engineering hiring is at the heart of that growth, and we need someone who's seriously good at it. Right now that work sits with me and Maarja, but technical recruiting is its own craft and deserves a dedicated owner. That's you. This is a brand new role - you'll build it the way you think it should be done. And as Modash keeps growing, the opportunities of things to own and explore are endless. Based in Europe, remote-first. Scope of the role You'll own technical recruiting end-to-end. Sourcing, pipeline building, candidate experience, closing - the whole thing. You'll be the person engineers remember as having given them the best recruiting experience of their career. What you'll be doing: Sourcing and building pipelines for senior engineering roles (backend, data, product engineering, and more) Running the full process from first outreach to offer, making every candidate feel like they matter (because they do) Getting deep with hiring managers to understand what great looks like for each role and why it's hard to find You’ll be go-to-person engineering managers contact daily to discuss the hiring processes. Collaboration is the key - you’ll be extension for the team. Writing outreach that actually gets replies from people who weren't looking Bringing ideas and energy to make our recruiting function better over time

Posted 2 weeks ago