Job description

ABOUT AGENTIO Agentio enables marketers to buy creator led ads as easily and scalably as Meta or Google ads—automating sourcing, pricing, contracting, delivery, and measurement—so work that took months now happens in minutes. We're on a mission to transform a $800B digital ad ecosystem by shifting digital ad spend into the hands of creators. That means better outcomes for marketers and enabling creators to live off their work—finally being paid in proportion to the value they create. That shift is accelerating: Unilever's CEO has said the company will move roughly half of its ad budget into social and creators—Unilever is among the world's largest advertisers, spending around $9–10B annually. As these dollars move, they need performance-grade pipes; Agentio is how those dollars flow to creators with the speed, control, and measurement marketers expect. We enable brands like Uber, DoorDash, and Bombas to run creator campaigns with the same rigor, control, and accountability as their core performance channels. Our AI-Native platform enables real-time content understanding at scale, simultaneous reasoning across hundreds of thousands of pieces of content, and intelligent allocation of multi-million dollar budgets. Our models apply more cross-platform performance signal than anyone else in the world, compounding with every campaign through a high-trust marketplace with accelerating network effects. The result is a flywheel: brands get the performance they've been chasing, creators get the intelligence and income they deserve, and Agentio becomes the infrastructure powering a generational shift in where media dollars flow. The market agrees. Agentio has raised $56M at a $340M valuation, including a Series B led by Forerunner techcrunch.com that followed our Series A within a calendar year. Backed by Benchmark, Craft, and AlleyCorp. Named to Forbes' Next Billion Dollar Startups, 2025 forbes.com. Named to Inc.'s Best Places to Work 2026 inc.com, one of 10 companies nationally recognized in the "On the Rise: 0–4 Years in Business" category. An $800B market. A once-in-a-generation technology shift. This is the moment. This is the team. Come build something generational with us. ABOUT THE ROLE The talent landscape is the most competitive it's been in years. The bar for exceptional is higher, and the profile has changed. The tools available to find, evaluate, and close that talent are changing faster than most teams can keep up with. And the old playbook, the one honed at Meta, Google, or your last three startups, isn't keeping pace. We're not looking for someone who has recruiting figured out. We're looking for someone who recognizes that nobody does right now, and wants to be the person who figures it out. Agentio is the AI-native programmatic infrastructure layer for creator media buying, backed by Benchmark, Forerunner, and Craft, raised $56M at a $340M valuation, and named to Forbes' Next Billion Dollar Startups. We're building a flywheel grounded in a first-party data moat: every campaign makes our pricing, matching, and measurement smarter, which drives better outcomes for brands and higher earnings for creators. In an industry that largely profits from replacing human labor, we've built our entire business on a different premise. The best advertising is human. The best way to buy, execute and measure it is agentic. What You'll Do You'll own full-cycle technical recruiting,(sourcing through close), partnering directly with our CTO and Head of Talent to grow the engineering team defining our next phase. But the real mandate is bigger: help us build a recruiting function that reflects the moment we're in, not the one we were in five years ago. That means approaching this work with a genuine spirit of experimentation, running hypotheses, learning from what doesn't work, and iterating without ego. We don't expect you to have the answers. We expect you to be rigorous about finding them. It also means showing up as an advisor, not an order-taker. The senior leaders you'll partner with are navigating hiring at scale for the first time. They're smart, they're bought in, and they need a recruiting partner who will push back when something isn't working, bring data and perspective to the table, and help them make better decisions, not just execute on what they ask for. Strong opinions, clearly reasoned and openly held, are a requirement here. Concretely, you'll: - Develop sourcing strategies that go beyond the obvious talent pools, and be willing to scrap and rebuild them when the data says to. - Integrate AI tooling into your workflow in ways that actually move the needle: research, personalization, outreach, pipeline management. This isn't optional; it's foundational to how we operate. - Partner with engineering leadership to sharpen how we assess talent, questioning which signals actually predict performance and which ones we've inherited out of habit. - Run a candidate experience that's substantive and human, including the hard conversations. - Track your own metrics and use them honestly, both to evolve your own approach and to influence how hiring managers think about process. What we're looking for We care far more about how you think and approach problems than how many years you've been doing work that looks completely different today than it did even two years ago. We're open to a wide range of experience. If you have at least three years of full-cycle technical recruiting under your belt and the rest of this resonates, we want to hear from you. What we're really after: - A natural problem-solver who treats recruiting as a design challenge, not a process to execute. - Someone who has looked critically at their own approach and rebuilt it, more than once. - A person with genuine opinions about where recruiting is going, backed by experience and data, who isn't afraid to make the case for them. - Someone for whom AI is already a real part of how they work, not something they're planning to explore. - A recruiter who has advised senior stakeholders, not just supported them, and knows the difference. - Someone energized by ambiguity and comfortable being wrong on the way to being right. This probably isn't the right role if your pitch is a proven playbook, if your approach hasn't meaningfully evolved recently, or if you're most comfortable executing on a process someone else has defined. BENEFITS & PERKS We want you to thrive at work and beyond. Here are some of the ways we support you: - Flexible PTO – take the time you need to recharge. - Comprehensive health coverage – top medical plan through Aetna. - Dental & vision plans – coverage from Guardian. - 401(k) retirement plan – invest in your future while building your career. - $100 monthly lifestyle credit – use it with our amazing Agentio Brand Partners. - Daily lunches and snacks in the office to keep you at your best - Dinner provided Monday - Thursday - Fully subsidized gold tier access on Wellhub (Includes LifeTime, Barry's, Solidcore, Headspace, etc) - Gym in the building – your workout, right downstairs. This is a five-days-a-week, in-person role in NoMad, NYC. We think the best teams are built in the same room, and we're deliberate about that. We're building something new here, in the product, and in how we build the team behind it. If that's the kind of challenge you've been looking for, let's talk. Agentio is an equal-opportunity employer. All aspects of employment will be based on merit, competence, performance, and business needs. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.

Requirements

Must-haves

We're not looking for someone who has recruiting figured out. We're looking for someone who recognizes that nobody does right now, and wants to be the person who figures it out.
Develop sourcing strategies that go beyond the obvious talent pools, and be willing to scrap and rebuild them when the data says to.
Integrate AI tooling into your workflow in ways that actually move the needle: research, personalization, outreach, pipeline management. This isn't optional; it's foundational to how we operate.
Partner with engineering leadership to sharpen how we assess talent, questioning which signals actually predict performance and which ones we've inherited out of habit.
Run a candidate experience that's substantive and human, including the hard conversations.
Track your own metrics and use them honestly, both to evolve your own approach and to influence how hiring managers think about process.
A natural problem-solver who treats recruiting as a design challenge, not a process to execute.
Someone who has looked critically at their own approach and rebuilt it, more than once.
A person with genuine opinions about where recruiting is going, backed by experience and data, who isn't afraid to make the case for them.
Someone for whom AI is already a real part of how they work, not something they're planning to explore.
A recruiter who has advised senior stakeholders, not just supported them, and knows the difference.
Someone energized by ambiguity and comfortable being wrong on the way to being right.
This probably isn't the right role if your pitch is a proven playbook, if your approach hasn't meaningfully evolved recently, or if you're most comfortable executing on a process someone else has defined.

Nice-to-haves

None flagged.

Application prep

Use the role’s language and application details while tailoring your materials.

Keywords to mirror

aigorest

Platform: ashby
Effort: quick

Benefits

Benefits detected in the listing.

Dental

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401(K)

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