Staff Technical Recruiter

Jerry.ai•San Francisco, CA

13h

About The Position

The problem we’re solving: More than 80% of Americans own a car and see it as a fundamental necessity, yet the experience of owning one is stuck in the 90s. Every part of the user journey (shopping for a car, insurance, repairs, financing) is complicated, fragmented, time-consuming and expensive. In 2025, the cost of car ownership was more than 20% of the average household after-tax income. At Jerry.ai, we're building the first super app to manage it all, making car ownership affordable and accessible for everyone in a $2T U.S. market. Why our recruiting team is special: Since launching our app in 2019, we’ve raised over $240M in funding, scaled our revenue more than 70X, and became profitable in early 2024 – just 7 years into our operating history in spite of challenging macro conditions and in a hyper competitive market. None of this would have happened without an exceptional team. Our hiring philosophy has always been simple: build a small team of world-class talent, and raise the bar with every hire so that we’re constantly elevating the quality of our discussions and decisions and, as a result, our people never stop growing and never feel stagnant. To reach our next goal – go from 5M to 50M customers, become a $10B business and a household name – we’ll need to raise the talent bar even higher. This is why recruiters at Jerry.ai are not “pipeline pushers” or “support” staff, but critical operators who solve complex business problems, go head-to-head with top tier companies for the top 1% talent, and continuously and relentlessly drive the business forward. Why you will (or won’t) like working here: Ownership: You will not be handed a JD, a list of requirements and told to go execute. You will deeply understand our business, define the problems we want to solve through hiring, identify candidate archetypes, build the interview process (including experimenting with questions you ask during your screen to more efficiently surface key signals you’re looking for), and invent new ways to attract and engage the top 1% talent. Here, recruiters are treated like hiring managers. You own and drive the search. Stellar team: We have a very high bar for talent, as a result, we have a small but mighty team that can move fast and accomplish a lot. You will work with likeminded peers and leaders who are equally passionate and who care intensely about what they do. Hands-on: Even our most senior leaders like getting their hands dirty and staying close to the details. You will join as one of the most senior members of our recruiting team, but you will carry a full req load as a full-cycle recruiter (3-4 roles). What you’ll own here: We got to where we are today with an exceptionally talented, mostly international engineering team (70% in China, 30% SF & Toronto). To accelerate our trajectory and improve our timezone coverage (the rest of our employees are all in US & Canada), we are now ready to expand our North American engineering footprint. You will lead technical recruiting in the U.S. and Canada while continuously raising the bar and redefining what “excellent” looks like. Phase 1: You will jump into the trenches to figure out how we win in key U.S. and Canadian tech markets against top-tier startups and tech giants. You will learn the intricate details of our technical, business, and people challenges, and then help rewrite our engineering hiring playbook. Phase 2: After you’ve built a foundation for engineer hiring in North America, you’ll shift toward either building and leading our technical recruiting team or continuing to grow as a strategic IC, depending on your goals and interests. In either case, you’ll be a strategic partner to our leadership team, helping evolve our technical talent practice as we enter our next phase of growth. Who you are: Craftsmanship mindset: You are relentlessly perfecting how you hunt, engage, pitch, assess, negotiate, and close, because to you, there’s always a higher level of mastery. Comfortable with discomfort: You’ve weathered startups before and understand that things change quickly and often. You’re comfortable pivoting and working through ambiguity. First principles thinker: You avoid making assumptions or jumping to conclusions. You seek to understand the problems you’re tackling before proposing solutions.

Requirements

6+ years of technical recruiting experience with progressively increasing complexity and difficulty in the searches you are running.
Experience operating within a growth-stage startup.
Proven track record of successfully hunting and closing top-tier Software Engineers (intermediate to staff-level) in the U.S. and Canada.
Bachelor’s Degree.

Responsibilities

Lead technical recruiting in the U.S. and Canada while continuously raising the bar and redefining what “excellent” looks like.
Figure out how we win in key U.S. and Canadian tech markets against top-tier startups and tech giants.
Learn the intricate details of our technical, business, and people challenges, and then help rewrite our engineering hiring playbook.
Shift toward either building and leading our technical recruiting team or continuing to grow as a strategic IC, depending on your goals and interests.
Be a strategic partner to our leadership team, helping evolve our technical talent practice as we enter our next phase of growth.