Technical Recruiter

Krea•San Francisco, CA

41d•Onsite

About The Position

At Krea, we are building next-generation AI creative tools. We’re dedicated to making AI intuitive and controllable for creatives - our mission is to build tools that empower human creativity, not replace it. We believe AI is a new medium that allows us to express ourselves through various formats - text, images, video, sound, and even 3D. We're building better, smarter, and more controllable tools to harness this medium. We’ve raised over $83M and are backed by world-class Silicon Valley investors such as Andreesen Horowitz and Bain Capital. We work full-time and in-person at our waterfront office in San Francisco. We care about creativity: our team includes musicians, designers, visual artists, and engineers. We’re looking for a technical recruiter with an engineering background to help us grow our team. We’re still small (~20 people) and want to hire exceptional infra, backend, AI research, and product talent. You’ll work directly with the founders building a clear plan for where to find the right people and running a fast, thoughtful hiring process end to end.

Requirements

You’ve been a software engineer and can evaluate technical work directly - repos, research papers, experiments, architecture decisions.
You’ve hired or closed strong technical people before - whether as a recruiter, an engineer, a founder, or someone who has built teams in another way.
You have a strong network in engineering / ML / AI or know how to build one quickly.
You’re organized and reliable on execution: clean pipelines, fast loops and thoughtful follow-through.
You communicate clearly and directly, both with candidates and with the team.

Nice To Haves

Founder experience or early-stage hiring experience is helpful but not required.

Responsibilities

Develop a plan for finding strong infra, backend, ML and product candidates across industry, academia, and the less obvious channels of the internet.
Build and maintain pipelines through direct outreach, communities, events, projects, and referrals.
Talk to candidates with real technical depth: look at repos, research, past work and understand how they think.
Run the full recruiting process - screening, conversations, scheduling, offers, and closing - with steady follow-trough.
Keep an eye on the broader talent landscape and share what you’re seeing: where strong people come from, how the market is shifting, and what candidates care about.
Help make sure the outside world has a clear picture of who we are through job descriptions, candidate experience and events.
Build lightweight processes and habits that make hiring smoother as we grow.