Founding Recruiter

Overview

We re building the company which will de-risk the largest infrastructure build-out in history. When people finance GPU clusters, the datacenters housing them, and the infrastructure powering them, they need offtake — meaning someone has signed a contract to lease the cluster for a period of time before its even built. Financing a GPU cluster is inherently risky, since margins are thin and volumes are huge.

Lenders don t want to take on the risk that cluster developers can t repay their loan, and cluster developers really don t want to risk not selling their cluster. As a result, risk is offloaded to the customer using fixed-price long-term contracts. If you don t mitigate this customer risk, there s a bubble. This isn t SaaS anymore – application layer companies sign multi-year contracts for computer and inference, but sell to customers on monthly subscriptions.

If you mess up a purchase, it s game over: a minor shift in your revenue growth rate might mean the difference between profit or bankruptcy. But what if companies could exit their contract by selling it back to the market? Otherwise, as AI scales, compute only becomes available to folks who can effectively take on that risk. A 2-person startup in a San Francisco Victorian can t realistically sign a 5-year take-or-pay contract on $100m supercomputers.

But they may be able to buy the month of liquidity that someone else sold back. So that s what we make: a liquid market for GPU offtake.

We just completed our Series A funding a few months ago and are looking to scale our ~30 person team 3-4x in the next few quarters. We are ready to bring on board an experienced Founding Recruiter to help build our talent team from the ground up. You ll own full-cycle recruiting for technical & GTM roles
, manage agencies and sourcing platforms, and partner closely with hiring teams to identify and close top talent.

• Strategic Recruiting:
  You will own full-cycle recruiting for technical and strategic non-technical roles and manage external recruiting agency relationships to keep our hiring pipeline organized and running smoothly.
• Talent Branding:
  You will develop our talent brand through content, events, communities, and candidate touchpoints.
• Recruiting Operations:
  You will build a repeatable, data-driven hiring engine—including pipeline generation, interview loops, scorecards, closing strategies and handle post-offer administrative tasks like onboarding, benefits review, etc.
• Candidate
  
  Experience:
  
  You will own the candidate experience — from outreach message to onboarding — ensuring timely communication and a smooth process.

• Experience:
  
  You have 6+ years of full-cycle recruiting experience, including 1+ year in a high-growth startup, talent-dense engineering firm, and/or a top tier search firm. You have a proven track record of closing hard to fill roles.
• Operational Wizard:
  You will manage recruiting tools, systems, analytics and introduce scalable processes as we grow. You have experience with modern recruiting tools like Ashby, Notion, Gusto, Linked In, Wellfound, Slack, Diana
  
  HR, Google Suite, Gem/Juicebox, Ramp, Linear and sourcing platforms. You will use the appropriate tools as needed for state entity filings, compliance, etc.
• Talent Bar:
  You will collaborate with hiring managers to define role requirements & expectations, success criteria, and ideal candidate profiles. You are someone who cares deeply about talent quality and culture fit, not just quotas.
• Communication:
  You can sell the vision. You are able to distill complex technical requirements and pitch the opportunity to candidates.
• Flexibility:
  You are willing to roll up your sleeves for scheduling coordination one minute, consulting with candidates on HR best practices the next minute, and advising a hiring manager on compensation strategy the next.
• Culture:
  You are resourceful, adaptable, low ego, and comfortable operating in ambiguity.
• Presence:
  You love working with in-person teams and have no problem reporting into our San Francisco HQ 3-4 days per week.

• Experience hiring for both technical and non-technical roles (Engineers, GTM, Ops,…