Technical Recruiter

Mercor•New York, NY

9d•$160,000 - $250,000•Onsite

About The Position

Mercor is an AI data company whose mission is to organize human intelligence to power the AI economy. The company builds infrastructure connecting human expertise with frontier AI models and serves Fortune 500 companies through Mercor Enterprise. Mercor is a profitable Series C company valued at $10 billion. As a Technical Recruiter, you will own full-cycle hiring across critical technical functions and partner directly with the VP of Engineering, CTO, and engineering leadership. You will help shape Mercor’s engineering organization as the company scales. The role is based in person five days a week in Mercor’s San Francisco, New York City, or London offices.

Requirements

At least 6 years of full-cycle technical recruiting experience, ideally in high-growth or deep-tech environments.
Deep familiarity with technical roles, including software engineering, machine learning engineering, research, applied AI, security, infrastructure, and technical leadership.
Proven ability to source and close passive candidates for high-bar individual contributor and leadership roles.
Demonstrated ability to build and scale hiring systems, identify appropriate metrics, and make data-driven decisions.
Fluency with structured interviewing, competency rubrics, and recruiting analytics.
Strong communication skills and ability to influence senior stakeholders, including the VP of Engineering, CTO, and cross-functional leaders, at pace.
Commitment to inclusive hiring and an excellent candidate experience.
Familiarity with Ashby or ability to learn new tools quickly.

Nice To Haves

Experience as a founding technical recruiter or early-stage builder.
Experience hiring machine learning researchers or research engineers at an AI lab.
Interest in the human data or AGI space.
A technical degree or professional engineering experience.

Responsibilities

Own full-cycle recruiting across software, machine learning, research, infrastructure, security, and leadership roles.
Partner with the VP of Engineering, CTO, and Engineering Managers to define headcount plans, role outcomes, success profiles, and hiring standards, and prioritize requisitions against business goals.
Build the top of the recruiting funnel through targeted passive outreach, talent intelligence, referrals, events, and Mercor’s product, including structured screens, automated work samples, and calibrated rubrics.
Source and close passive, high-bar candidates; communicate Mercor’s value, handle objections, and drive offer strategy and negotiations aligned with leveling, compensation bands, and market data.
Design assessments that predict job performance, define competencies, calibrate rubrics, and improve signal quality.
Coach hiring managers and interviewers on structured interviewing, leveling, and sound decision-making.
Develop and optimize hiring systems; track pass-through rates, time-in-stage, source yield, and diversity signals; and report metrics and narrative weekly and quarterly.
Drive service-level agreements for same-day debriefs and fast offers while maintaining a strong candidate experience.
Maintain a mapped bench of high-potential talent for critical and future roles.
Build Mercor’s brand with technical talent through campaigns, content, communities, and events, representing Mercor to engineers and researchers.
Partner on dashboards, metrics, and process automation in Ashby and other recruiting systems.