Senior Talent Acquisition Manager

EQL Tech•San Francisco, CA

About The Position

EQL Tech is recruiting this role for an early-stage, AI-native finance operations company that runs finance workflows end to end for enterprise clients using AI systems. The company is growing quickly, has production systems running for customers, and is hiring across forward-deployed engineering and AI strategy. The Senior Talent Acquisition Manager will own hiring for every open role, from aligning with hiring managers on candidate profiles to presenting qualified candidates. The role is approximately 90% recruiting and 10% people operations and reports to the Head of Strategy and Operations. Responsibilities also include offers, onboarding, and basic immigration processes.

Requirements

At least 4 years of full-cycle recruiting experience, including at least 2 years in-house.
Experience hiring for technical, customer-facing roles such as forward-deployed, solutions, or sales engineering.
Ability to find candidates who are not actively looking and explain where strong candidates for a role can be sourced.
Ability to distinguish a strong forward-deployed engineer from a backend engineer, and a strategist from a consultant.
Comfort working in an early-stage environment with no established playbook and shifting priorities, including willingness to handle unglamorous tasks.
Ability to triage high volumes of applicants using AI tools without overlooking strong candidates.

Nice To Haves

Experience at a Series B or earlier company, ideally as the first or only recruiter.
Experience hiring forward-deployed engineers, AI strategists, or deployment consultants.
Experience managing agency or marketplace recruiters.
Familiarity with common immigration processes.
Experience leading or mentoring other recruiters.

Responsibilities

Fill open roles on plan and provide hiring teams with trusted candidate screens.
Build candidate pipelines through outbound outreach, not inbound applications alone.
Agree on a scorecard with each hiring manager and run a structured interview loop for every role.
Keep candidates updated within two business days of each interview stage and ensure follow-up is completed.
Run offers, onboarding, and basic immigration processes reliably without requiring founder follow-up.