Talent Engineer

Ambrook•New York, NY

9d•$81,000 - $105,000•Onsite

About The Position

Ambrook is seeking a Talent Engineer to join their team and contribute to the company's next phase of growth. This role involves working closely with the founding recruiter to manage sourcing and coordination for both technical and commercial positions. A key aspect of the role is building systems to automate repetitive tasks within the recruitment process. The position offers opportunities for growth in areas such as full-cycle recruiting, RecOps & talent engineering, or specialized sourcing expertise. The team utilizes tools like Claude, Zapier, and Ashby for automation, and new hires will be set up with a Github account. This role is ideal for someone passionate about the operational craft of recruiting and building within a recruiting function.

Requirements

1-4 years of experience in sourcing or recruiting coordination.
Strong bias toward proactive, pipeline-generation work and operational precision.
Actively use AI tools in workflow and have started building with them.
Experience automating or systematizing part of a sourcing or coordination process.
Demonstrated ability to identify and engage passive talent in competitive markets.
Strong understanding of technical roles to speak credibly with engineers.
Experienced with LinkedIn and modern platforms like Juicebox, Metaview, Wrangle, Gem.
Clear, effective written communication skills.
Ability to manage sequences and follow-ups, tag candidates, and submit well-written feedback.
Ability to hit outbound goals while maintaining quality outreach.
Genuine energy for coordination and the operational side of recruiting.

Nice To Haves

Experience sourcing for fintech.
Experience sourcing for GTM/commercial roles.
Experience sourcing for early-stage startups.

Responsibilities

Own sourcing and coordination across technical and commercial roles.
Build systems to automate recruitment tasks.
Find strong candidates and keep the hiring process moving.
Create an exceptional candidate experience from initial contact through onsite interviews.
Shadow the founding recruiter and interviewers to calibrate on hiring standards.
Take over scheduling and coordination for active job requisitions.
Launch sourcing and outreach campaigns for technical and/or commercial roles.
Identify candidates for automation or tooling improvements.
Own scheduling and coordination across all active recruitment pipelines.
Run consistent weekly outbound sourcing for technical and commercial roles.
Hold top-of-funnel conversations with sourced candidates and qualify prospects for the founding recruiter.
Ship automations or tooling improvements that reduce manual work and increase pipeline candidates.
Own top-of-funnel strategy, including sourcing channels, outreach approach, pipeline health, and reporting.
Prototype or co-build larger systems such as sourcing agents, market intelligence feeds, or AI-powered candidate personalization workflows.
Build reusable sourcing playbooks.
Present pipeline health and funnel data to the recruiting team and hiring managers.