Alembic
Technical Recruiter
1w ago
125000 –160000 USD / yearUSA
Lead recruitment efforts for technical roles in a fast-growing AI-native company.
About the company
- Alembic is the pioneering Causal AI platform. We help the world's largest enterprises move past correlation to prove what actually drives business outcomes — the question marketing and growth teams have never been able to answer with confidence. Fortune 100 companies including Nvidia, Delta Air Lines, and Mars use Alembic to make multimillion-dollar decisions on trusted, causal evidence.
- We're backed by a $145M Series B from WndrCo (founded by Jeffrey Katzenberg), Jensen Huang, Joe Montana, Prysm Capital, and Accenture. Our models run on our own NVIDIA DGX SuperPOD built on Grace Blackwell infrastructure — one of the fastest private supercomputers in the world. (We've melted GPUs getting here.)
Responsibilities
- Your mission: own and close our priority technical searches, so that a team of top-decile engineers can keep shipping causal AI for Fortune 100 customers.
- You'll carry 6–8 technical searches full-cycle — backend, infrastructure/SRE, and data engineering — partnering directly with engineering leadership. This is a carry-the-searches-yourself role with real authority over how they're run, not a coordination job and not a management job.
- Success in the first six months looks like:
- You know the business cold. You can pitch Alembic — causal AI versus correlation, our customers, our infrastructure — credibly to a senior engineer, in your own words.
- You own calibrated scorecards and live pipelines on every search you carry, and hiring managers trust your judgment enough that your push-back changes how searches are run.
- You've closed multiple technical hires at our bar — including candidates who had other offers.
- Searches you run move fast: structured loops, same-week feedback, weeks not months from first screen to offer.
How to apply
- Take your time with your application. We will review every application after the deadline (Wed July 15, 9:00 PM PT) and speak with a shortlist based on what you submit. There are no prizes for applying first, and no advantage gained by messaging the team — please put your energy into the application itself.
Other
- Hi, I'm Logan, and I lead Talent at Alembic. I came to Alembic because the founders believe what I believe: investing in people is how you build the company, not a cost of building it. Done right, that buys three things, in order — a team that demands excellence, work that carries daily personal meaning, and a real shot at generational wealth for the people who build it. I haven't often found all three in one place.
- Here's my situation, plainly: we have 20+ funded open roles, 16 of them technical — research engineers implementing causal mathematics in CUDA and C++, SREs running one of the fastest private supercomputers in the world, backend and data engineers scaling a platform that Fortune 100 companies use to make multimillion-dollar decisions. The company just raised a $145M Series B and expects to roughly double in the next year. Right now, the team responsible for all of that hiring is small. You would be the unlock.
- I'll tell you how we work, because it's the best predictor of whether you'll want this job. We run structured hiring — scorecards before searches, calibrated loops, feedback in 48 hours — because hiring is too important for gut feel. We treat speed as our advantage against bigger brands: attention, time, and effort are things we can out-invest. Our operating loop is Learn → Build → Share → Repeat, and we publish our work — including the materials we used to write this very listing. And we are AI-native, in the practical sense: we experiment with new tools constantly and expect each other to keep hunting for a better way. If you read that list and felt something click, keep reading.
- One more thing worth saying: we wrote our hiring playbook down before we wrote this job ad, and we're sharing it openly here .
- 5+ years of full-cycle technical recruiting — software, infrastructure, or ML — at companies with a genuinely high bar.
- A closer's track record. You can tell us, specifically, about candidates you won against stronger brands, and how.
- You learn businesses fast and sell them fluently. Recruiting is marketing and sales, and you treat it that way.
- A consultative spine: you push back on hiring teams rather than push weak candidates, and you have the evidence-based arguments to do it well.
- High content-to-word ratio. You speak and write plainly, honestly, and proactively. Zero fluff.
- Urgency and meticulous detail at the same time — you don't trade one for the other.
- Data proficiency: you diagnose your funnels by root cause, not anecdote.
- An AI-native practice: you regularly experiment with new tools and methods, and you're constantly looking for alpha.
- You need a coordinator, a sourcer, and an ops layer behind you before you can move.
- You measure your work in activity — submittals, screens, calls — rather than hires and quality.
- You're ready to manage a team rather than carry searches personally. (That path can open here; it isn't where this starts.)
- Five days a week in our San Francisco office isn't workable for you. We're in the room with the engineers we hire for, and it matters.
- You see AI tooling as a threat or a gimmick rather than daily practice.
- Your work is the company's bottleneck-breaker: 19 funded searches stand between Alembic and its next chapter. Few recruiting seats anywhere have this much concentrated leverage.
- A hiring system worth joining: Structured hiring, scorecards, batch review, real candidate-experience standards — you're inheriting a thoughtful machine and making it better, not cleaning up a mess.
- A story engineers actually want to hear: Causal AI for the Fortune 100, mathematics implemented on a private supercomputer. You'll never have to sell vapor.
- AI-native by design: We'll fund your experiments. The recruiter-as-creator era is here, and this team intends to be evidence of it.
- Series B momentum, real ownership: Meaningful equity at a Series B company that's raised $145M, with proven product-market fit and Fortune 100 traction — and a talent function you'll help build as the org doubles.
- We're building the talent function while running it. You'll define process, not inherit it.
- Brevity is strength here — feedback is direct, meetings are short, and writing matters. If you prefer a softer communication culture, this will feel sharp.
- Priorities shift as we grow. We have real paying customers and a playbook, and we still move at startup speed at Series B scale.