Technical Talent Partner, Engineering

As Technical Talent Partner, Engineering (US), you will focus on end-to-end hiring for US-based technical roles supporting A1’s engineering and product teams.

This is a hands-on recruiting role. You will spend most of your time sourcing, screening, coordinating, and closing candidates. Success is measured by speed, quality of hire, and consistency, not process design or policy work.

You will work closely with engineering and product leaders to keep hiring focused, rigorous, and moving.

• Own the full recruitment lifecycle for US-based technical roles, from role intake through offer and onboarding support.

• Build strong candidate pipelines through direct sourcing and relationship-driven channels (LinkedIn, GitHub, referrals, engineering communities, outbound outreach).

• Partner closely with engineering and product hiring managers to clarify requirements, calibrate bar, and unblock decisions.

• Screen candidates for technical capability, ownership mindset, and execution strength.

• Coordinate interviews and feedback loops with speed, structure, and clarity.

• Maintain accurate hiring data in the ATS and provide clear pipeline updates.

• Contribute to building a strong technical hiring culture as the function scales.

• Strong experience in full-cycle technical recruitment, with solid exposure to the US hiring market.

• Proven ability to manage multiple technical roles in parallel in a fast-moving environment.

• Experience hiring engineers, data, product, or other technical functions.

• Strong intuition for technical profiles and how to assess real engineering talent.

• Clear and confident English communication (written and verbal).

• Comfort using ATS systems and tracking hiring metrics.

• High ownership, urgency, and follow-through.

(Industry background is flexible. Strong technical recruiting experience matters more than domain.)

• Help build the core engineering team for a global AI application.

• Work closely with senior engineers, product leaders, and founders.

• High ownership, trust, and autonomy.

• Flat structure – execution and results matter more than titles.

• Competitive compensation with room to grow as the team scales.