Technical Recruiter

gaiia

3d•Remote

About The Position

Following our $40M Series B, we’re scaling our technical teams, and we’re hiring our first dedicated recruiter to lead it. As our first Technical Recruiter, you’ll report directly to our CEO and own technical hiring end to end: sourcing, screening, interview coordination, candidate experience, offer, and close. This is a true founding seat. There is no People team, no recruiting ops, and no inherited sourcing playbook today. You’ll inherit Rippling as our ATS and a dedicated Slack channel for candidate submissions, and you’ll build everything else. You’ll partner closely with our CEO and our Sr. Director, Customer Solutions Engineering to calibrate the profile, hold the bar, and move fast. Your first priorities are Forward Deployed Engineer and Data Migration, two customer-facing technical roles on our Customer Solutions Engineering team. These engineers combine deep networking knowledge with strong TypeScript/JavaScript and modern tooling, and they work directly with our customers to get them live on gaiia. Adjacent profiles such as Solutions Architect, Implementation Engineer, Integration Engineer, and Professional Services Engineer draw from the same talent pool. As gaiia grows, you’ll also support product engineering hiring (backend, frontend, infrastructure, AI/agentic). A successful candidate is energized by white space. You build the playbook instead of waiting for one, and you’re technically credible enough to run a first conversation with a senior engineer from the telco and network-vendor world.

Requirements

Recruiting fundamentals
5+ years of technical recruiting, with a track record of sourcing technical talent (not just sales or operations roles).
Proven experience filling niche, hard-to-fill technical roles, and examples of where those candidates came from.
Boolean search expertise, and comfort reviewing 50–100 profiles in a session.
Direct sourcing strength. You don’t rely on inbound applicants or agencies.
Experience closing candidates and negotiating offers.
Familiarity with the networking, telecom, and infrastructure space. You don’t need to be an expert, but you recognize signal words like ISP, OSS/BSS, MPLS, provisioning, and TypeScript.
Technical screening fluency
Networking concepts, the deepest must-have: you can tell when a candidate actually knows networking.
TypeScript/JavaScript: you can assess whether someone is genuinely productive or only conversant.
APIs, Postman, and integration patterns: you know what a strong answer to “walk me through a recent integration you built” sounds like.
Awareness of whether candidates actually use AI tools and workflow platforms (n8n, Zapier).
Proficiency in English (French is a bonus).
Willingness to travel occasionally to meet key candidates in person and join critical interview loops and team offsites.

Nice To Haves

Experience recruiting for ISP, telecom, or networking-software companies.
Familiarity with names like Cloudflare, Cisco, Itential, Calix, Ciena, Nokia, Juniper, and Arista.
Experience recruiting Forward Deployed Engineers, Solutions Engineers, or Professional Services Engineers at SaaS companies.
Prior experience as a solo or near-solo recruiter, or at a startup or scale-up.
Hands-on Rippling experience, or a track record of ramping quickly on modern ATS tools.
Experience hiring for AI-native or AI/agentic platform companies.
Bilingual English/French.

Responsibilities

Own full-cycle recruiting for the Forward Deployed Engineer and Data Migration roles, then expand to broader engineering hiring.
Build and continuously refine Boolean search strategies in LinkedIn Recruiter, and source directly through GitHub, networking and telco communities, and referrals.
Screen profiles at high volume and run initial phone screens, making fast, disciplined yes/no calls.
Assess candidates on networking depth, TypeScript/JavaScript, curiosity about modern tooling (AI tools, n8n, Zapier), and customer-facing experience, and submit only candidates who clear the bar, with honest candidate briefs.
Coordinate scheduling across our interview process.
Deliver an exceptional candidate experience. Our bar for candidate communication is very high.
Confirm work authorization early and flag AI-generated or fraudulent resumes.
Partner with our CEO and engineering leaders to sharpen the ideal candidate profile from interview feedback, and push back when the bar slips.
Set up Rippling workflows and report funnel metrics to leadership without being asked.
Negotiate and close offers in a market-calibrated comp posture.