Recruitment Officer

This is a remote position.Recruitment SpecialistRemote · Full-time · Reporting to Activation Lead

The RoleWe're hiring a Recruitment Specialist who doesn't wait to be told where to look. This isn’t a job for someone who posts on Indeed and hopes for the best. The candidates we place — AI-curious, AI-experimenting, AI-using — live in communities most recruiters have never heard of. Your job is to go find them.

You’ll own your own requisitions, deliver three well-justified endorsements per role, not a pile of CVs, and run without needing daily direction. A true independent and reliable individual contributor that can take hiring briefs and execute them accurately.

What You’ll DoSource where others don't

• Build sourcing pipelines across non-traditional channels: AI-adjacent Discords, X/Twitter communities, GitHub, Hugging Face, indie maker forums, Substack threads, build-in-public spaces, and AI newsletter communities.

• Identify and pursue channels the existing team isn't using — and explain why they work.

• Develop a consistent approach to assessing AI aptitude at the screening stage, with a real framework behind it.

Deliver quality, not volume

• Deliver three well-contextualised endorsements per active role — client-ready, with clear rationale — not a stack of unfiltered applications.

• Own the requisition from brief to endorsed shortlist. Manage your own pipeline without being chased.

• Maintain a consistent signal on AI aptitude as part of every screen, knowing what good looks like and what doesn't.

Use AI in your own work — daily

• Use LLMs and AI tooling as a core part of how you recruit — for screening, summarising, drafting JDs, building prompt libraries, or any process you decide to upgrade.

• Ship at least one concrete workflow improvement in your first 90 days — AI-assisted screening, a candidate summary template, a JD generator. Your choice, your initiative.

• Know where AI helps and where it doesn't — and have a view on it.

Fix things, don't escalate them

• Spot friction in the recruiting workflow and propose fixes — don't wait for a perfect SOP before you act.

• Flag problems early with a solution already sketched. This team rewards people who close the loop.

• In your first 30 days: understand the workflow, run your first reqs, and identify at least one gap worth fixing.

RequirementsWhat We're Looking For

• End-to-end recruitment experience. You've owned requisitions from brief to offer, without someone else carrying the hard parts.

• AI-native, not AI-curious. You're already using LLMs and AI tools in your recruiting work — last week, not theoretically. You can name specific tools and their limits.

• Non-traditional sourcing experience. You've found candidates in places other recruiters don't look, and you can describe how.

• Self-directed. You set your own week based on outcomes, not a checklist someone else built for you.

• A problem-solver by instinct. You see a gap and close it. You don't wait for permission to improve something.

• Clear written communication. Your endorsements land without needing a rewrite.

• Strong stakeholder management skills

• Highly accountable and dependable.

This Role is Not For You If

• You need a fully defined SOP before you can move. The workflow here is a work-in-progress, that's intentional.

• AI and automation are just concepts you’re interested in and haven’t had any experience with using similar tools

• You measure your output by applications processed rather than quality of endorsements delivered.

• You expect daily check-ins, weekly KPIs set by someone else, or frequent course-corrections.

What Success Looks LikeDay 30:

• You're running your own requisitions. The workflow is understood and you're moving.

• First client-ready endorsements have been delivered.

• You've spotted at least one workflow gap and proposed a fix.

Day 60:

• Three quality endorsements per active role is the norm.

• You've expanded sourcing into at least one channel the t...