Talent Acquisition Specialist (In-House Recruiter) (вакансія неактивна)

Company: Early-stage AI agents company, portfolio of 4 products

Stage: Pre-launch / soft-launch

Market: English-global (US, UK, EU, APAC)

Work mode: Fully remote

Compensation: Competitive fixed compensation + performance-based review

What we’re building

We are building a portfolio of AI products and AI Agents for global markets.

Our team consists primarily of senior-level specialists, product builders, engineers, operators, and AI professionals. We are growing quickly and hiring for highly specialized positions across AI, Product, Engineering, Growth, Operations, and Leadership functions.

Most of the people we hire are not actively applying for jobs.

That is why we are not looking for a traditional recruiter.

We are looking for someone who knows how to find exceptional people where others don’t even search.

The role

You’re not here to post vacancies and wait for applicants.

You’re here to identify, engage, and attract top talent that is often invisible to traditional recruitment channels.

This role combines talent acquisition, executive search, sourcing, networking, and headhunting.

We need someone who genuinely enjoys the challenge of finding difficult-to-reach candidates and building relationships with professionals who were not planning to change jobs.

If your recruitment process starts and ends with LinkedIn Recruiter and job boards, this role is probably not for you.

What you’ll actually own

Talent Hunting

You proactively identify and engage senior specialists, niche experts, technical leaders, and hard-to-find professionals.

You build sourcing strategies based on where talent actually spends time, not where recruiters traditionally search.

Non-Traditional Sourcing

You actively source candidates through Telegram communities, Facebook groups, Threads, X (Twitter), Discord servers, Slack communities, GitHub, industry forums, referrals, professional communities, and personal networks.

We expect creativity and resourcefulness in sourcing.

If a candidate cannot be found through LinkedIn, you know what to do next.

Pipeline Building

You continuously build and maintain talent pipelines for current and future hiring needs.

You understand that great hiring starts months before an open position exists.

Market Mapping

You identify key players, companies, communities, and talent pools within specific industries and niches.

You know who the strongest professionals are and where they can be reached.

Stakeholder Partnership

You work closely with founders and hiring managers to understand not only the job requirements but also the type of people who succeed in our environment.

Candidate Experience

You represent our company professionally and create strong relationships with candidates from first contact through offer stage.

You’re the right fit if

You’ve successfully hired senior-level or highly specialized professionals through direct sourcing and headhunting.

You have examples of hires made through Telegram, Facebook communities, Discord, referrals, industry groups, networking, conferences, social media outreach, or other unconventional channels.

You have a strong sourcing mindset and enjoy research.

You know how to find people that other recruiters struggle to reach.

You have experience recruiting within technology companies, startups, software development, AI, product, engineering, growth, or related fields.

You understand that recruitment is part psychology, part sales, part investigation, and part relationship building.

You are fluent in English and comfortable communicating with international candidates.

You probably aren’t the right fit if

Most of your hires come from inbound applications.

You primarily rely on LinkedIn Easy Apply and job boards.

You have limited experience sourcing passive candidates.

You prefer working only with active applicants.

You haven’t had to fill highly competitive or niche positions.

Application requirement

To be considered for this position, please include the following information in your application:

1. The most difficult position you’ve successfully filled.
2. How you found that candidate.
3. Which sourcing channels you personally use most frequently.
4. One example of a successful hire made through a non-traditional sourcing method.
5. A short description of your personal recruiting approach.

Applications without sourcing examples may not be considered.

What success looks like

Within your first 90 days, you will:

• Build high-quality talent pipelines across multiple functions.
• Successfully close difficult and specialized positions.
• Introduce new sourcing channels and recruiting methods.
• Establish yourself as a trusted talent partner for leadership.
• Demonstrate the ability to find candidates beyond traditional recruitment platforms.

Compensation and what you get

• Competitive compensation package.
• Direct collaboration with founders and leadership.
• High ownership and autonomy.
• Opportunity to help build a world-class team from an early stage.
• Remote-first environment.
• Fast-growing AI company with global ambitions.

Selection process

30-minute introductory call.

Practical sourcing assignment.

Hiring manager interview.

Reference check.

Offer.

How to apply

Send us:

Subject line: Talent Acquisition Specialist (In-House Recruiter) + Your Name

• LinkedIn profile
• Resume
• Examples of difficult hires you’ve made
• Examples of non-traditional sourcing methods you’ve successfully used
• Earliest possible start date
• Telegram contact