Senior Technical Recruiter

Artificial Analysis, Inc.•San Francisco, CA

3d•Onsite

About The Position

Artificial Analysis is the leading independent AI benchmarking company. We support labs, engineers and enterprises to understand AI capabilities and make critical decisions about their AI strategies. We are the go-to authority for understanding AI, from AI labs and enterprises to media, investors, and policymakers. Our benchmarks don’t just measure the cutting edge of AI, they are actively shaping the frontier. Our benchmarks and analysis are trusted by hundreds of thousands of users and are the go-to reference for leading AI labs including OpenAI, Google, Meta, NVIDIA and Anthropic, and major publications including the Wall Street Journal, Bloomberg, the Financial Times and The Economist. We are a team of 40+, on track to double by end of year, backed by Nat Friedman (GitHub, Meta), Daniel Gross (SSI, Meta), Andrew Ng (Google Brain, DeepLearning.ai, Amazon), Adam D’Angelo (Quora, Poe, OpenAI), Clem Delangue (Hugging Face) and other industry leaders. Artificial Analysis is hiring at least 40 people this year: members of technical staff, engineers, forward deployed engineers, and commercial and operations roles, across San Francisco, Australia and beyond. Today that hiring runs through our Chief of Staff and hiring managers on top of their day jobs. We’re hiring our first in-house recruiter, a Senior Technical Recruiter, to own it end to end. You will be the engine behind the most important thing we do this year, and it will run at pace. We hold an unusually high bar, our roles cut across technical and commercial profiles, and the candidates we want are rarely looking: AI is a tight industry and the experienced hires we target make proactive outbound the default, not the exception. The job is to find them, run a process they enjoy losing to, and keep a dozen searches moving at once without letting quality slip. You’ll work directly with our founders, Chief of Staff and hiring managers. Our interview process keeps senior leadership closely involved, so expect to ramp fast on what we do, learn what makes this team special, and get very good at spotting the signal we hire for early, so leadership time goes to the right candidates. We expect you to know the product well enough to represent Artificial Analysis to candidates the way we represent it to customers. As our hiring needs grow, this seat has real potential to grow into leading a recruiting team. Your impact will be visible in every team photo from here on.

Requirements

3+ years of full-cycle recruiting with demonstrable ownership of searches from brief to signed offer, including substantial technical recruiting (engineering, ML, or technical generalist profiles)
Strong outbound sourcing ability: you find experienced people who are not looking, you do not just process applicants
Appetite to master what we do: you will ramp hard on our product and the AI landscape, and hold your own with senior technical candidates
Exceptional organization across parallel searches, with fast, reliable follow-through
Strong written communication and judgment representing a company to senior candidates
High discretion: you will handle compensation and sensitive team information daily

Nice To Haves

In-house experience at a startup that scaled quickly, or agency experience with a top technical practice
Familiarity with modern ATS and sourcing tooling, and comfort building light process from scratch
Experience hiring across countries and time zones

Responsibilities

Own Full-Cycle Recruiting: Sourcing, screening, pipeline management, scheduling, references and close across all open roles
Source Proactively: Find the technical generalists, senior engineers and specialist leads who are not on the market
Run the Hiring Process: Structured stages, fast turnarounds, clean handoffs between interviewers, and an ATS that reflects reality
Deliver a Candidate Experience Worthy of the Brand: Responsive, direct, and respectful of people’s time, including thoughtful rejections
Know the Product: Build a real understanding of our benchmarks and the AI landscape, and represent Artificial Analysis to candidates the way we represent it to customers
Calibrate Bars with Hiring Managers: Sharpen role specs, debrief rigorously, push back when a search is defined wrong, and learn the signal our leadership-led interviews select for so you can spot it at the top of the funnel
Manage External Partners: Agencies and headhunters where we use them, including retained searches for senior roles
Become AI-Native: Embrace an AI-native workflow, using cutting-edge AI tools for sourcing, screening and coordination to run leaner than a traditional recruiting function