Founding Recruiter

• You're our first full-time recruiter, and you're going to build the thing that lets us grow: the engine that hires the RL-environments talent we run on. Do it well and talent stops being the reason we can't move faster.
• You'll close hires yourself and build the machine behind them, the pipeline, the interview process, the rhythm with hiring managers. Technical recruiting is yours, end to end.
• Here's what we care about most: have you done this before? If you've sourced and closed exceptional engineers in a market that fights you for them, and built the process that made it repeatable, let's talk.
• Hire 10-15 technical people in year one, mostly RL-environments Engineers, Strategic Project Leads (SPLs), and Research Engineers, every one at our bar.
• Keep median time-to-fill on priority RL-env engineering roles near 30 days, posting open to offer accepted, because you're always running a warm pipeline instead of starting cold.
• Land a 75%+ offer-accept rate, including the head-to-head fights against Scale AI, Surge AI, Mercor, and the frontier labs.
• Improve ATS pipeline conversions, scorecard-based interviews, a sourcing playbook, and a real intake-and-debrief cadence with hiring managers.
• Bring in people who perform and stay, and put Bespoke on the map in the RL-env and data-curation talent world through inbound and referrals.
• 3+ years of technical recruiting experience, ideally at a startup or in AI/ML
• Strong sourcing skills and a network in the AI/engineering talent market that is always-on and warm, and you know where RL-env talent actually is.
• Ability to move fast, operate independently, wear multiple hats, sell a hard mission, and win candidates who have other offers on the table.
• Familiarity with AI/ML roles and terminology, specially on RL environments, agentic tasks, and ML/infra work, and tell a strong engineer from one who just sounds like one.
• Ability to run on data to improve time-to-fill, accept rate, funnel conversion, source of hire.

None flagged.