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Talent Engineer Jobs (NOW HIRING)

Ambrook

Talent Engineer

New York, NY · On-site

$81K - $105K/yr

The opportunity We're hiring a Talent Engineer to help build the team behind Ambrook's next phase of growth. You'll work directly with our founding recruiter to own sourcing and coordination across ...

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Profound

Talent Engineer

New York, NY · On-site

$130K - $200K/yr

As Profound's first Talent Engineer, you will build the tooling and automation infrastructure that powers how we hire. Part recruiting systems architect and part pipeline engineer, you will ...

Bobyard, Inc

Talent Engineer

San Francisco, CA · On-site

$120K - $160K/yr

The Role Bobyard just doubled the team and we're doing it again. This is a technical role inside recruiting. You'll own the systems, automations, and data pipelines that power hiring end-to-end. The ...

Bobyard, Inc

Talent Sourcer

San Francisco, CA · On-site

$100K - $140K/yr

You'll build systems that surface the right engineers, designers, and operators - people who are ... Partner with the Talent Engineer. Feed signal into automation workflows. Help identify where manual ...

TotalEnergies

Talent Developer

Guaynabo, PR · On-site

Activities To support our operations, we need a Talent Developer that supports the deployment of our company project to develop our employees' development to meet our organizational goals, while ...

PacSun

Manager, Talent Programming

Anaheim, CA · On-site

The Manager, Talent Programming is a strategic, hands-on leader responsible for delivering a best-in-class employee experience across the full employee lifecycle, while helping bring culture to life ...

Serval Inc

Emerging Talent Recruiter

San Francisco, CA · On-site

$100K - $175K/yr

... Engineering. Our mission is to eliminate repetitive, manual work across the enterprise and give ... Role Overview As Serval's first Emerging Talent Recruiter, you'll build and scale our emerging ...

Fractional AI

Talent Partner - Engineering

New York, NY · On-site

$130K - $210K/yr

The Role Our talent is our product. Customers choose Fractional AI because we bring together elite ... Over "engineer" the culture: For every big decision, we ask "would this make Fractional a better or ...

Rho Technologies

Talent Engineering Intern

New York, NY · On-site

$30 - $45/hr

In a time when AI is changing engineering exponentially, we think talent should follow suit. The role You'll spend the internship building software that changes how a company finds, evaluates, and ...

Orbital Industries

Talent Partner

San Francisco, CA · On-site

Every Orbital product is invented with our AI platform - uniting AI-automated hardware engineering ... Role Overview Orbital are hiring for a Talent Partner who will have a broad focus on hardware and ...

Planet

Talent Sourcer

San Francisco, CA · On-site

Planet's mission to image the world every day depends on attracting the most capable engineers ... Partner directly with Talent Acquisition Partners across all NAM pods to identify quarterly ...

Planet

Talent Sourcer

San Francisco, CA

Planet's mission to image the world every day depends on attracting the most capable engineers ... As a senior individual contributor on Planet's Talent Acquisition team, the Talent Sourcer will own ...

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How much do talent engineer jobs pay per hour?

As of Jun 19, 2026, the average hourly pay for talent engineer in the United States is $53.63, according to ZipRecruiter salary data. Most workers in this role earn between $43.27 and $62.26 per hour, depending on experience, location, and employer.
What cities are hiring for Talent Engineer jobs? Cities with the most Talent Engineer job openings:
What states have the most Talent Engineer jobs? States with the most job openings for Talent Engineer jobs include:
Infographic showing various Talent Engineer job openings in the United States as of June 2026, with employment types broken down into 82% Full Time, 15% Part Time, 1% Temporary, and 2% Contract. Highlights an 87% Physical, 5% Hybrid, and 8% Remote job distribution, with an average salary of $111,552 per year, or $53.6 per hour.

Talent Engineer

Ambrook

New York, NY • On-site

$81K - $105K/yr

Full-time

Medical, Retirement, PTO

Posted yesterday

Job description

Ambrook helps American family-run businesses become more profitable and resilient.
From volatile markets to climate shifts, independent operators face mounting pressure. While sustainable investments often yield the best long-term returns, they require financial clarity and capital that fragmented legacy systems can't provide.
We are rebuilding the financial infrastructure that independent operators rely on. By replacing paperwork with modern tools for accounting, banking, and spending, Ambrook gives owners the data they need to prove viability to lenders and the next generation. We empower the stewards of land and labor to make confident investments in their future.
We're a Series A startup backed by Thrive Capital, Dylan Field, and Homebrew. We're looking for early team members to help us untangle the intersection of American industry, climate, and the economy.
The opportunity
We're hiring a Talent Engineer to help build the team behind Ambrook's next phase of growth. You'll work directly with our founding recruiter to own sourcing and coordination across both technical and commercial roles - and build the systems that automate the toilsome parts of this work. You'll spend your time finding strong candidates, keeping the process moving, and creating an exceptional candidate experience from first touch through onsite.
Recruiting is changing. As you grow, there are real paths forward: full-cycle recruiting, RecOps & talent engineering, or deeper sourcing expertise, depending on your strengths, goals, and where the company needs you most. Our team is building automations using Claude, Zapier, and Ashby and we'll get you set up on our team's Github account as part of onboarding. If you've been searching for a recruiting role where building is part of the job, this is it.
We're looking for someone genuinely energized by operational craft. A couple things that might make you a great fit:
  • You make coordination invisible. Candidates and hiring managers experience the process as effortless because you pre-empt every break before it happens, and you use every slip in the logistics as a chance to change and tighten how we operate.
  • You know what good looks like. You can read a background and tell quickly whether it's worth reaching out, and you balance volume and quality without sacrificing either. Your sequences, follow-ups, and sourcing projects stay organized because you can't leave a messy pipeline alone.

Within 1 month you'll...
  • Ramp on Ambrook's product, mission, and hiring process by shadowing the founding recruiter and interviewers to calibrate on what good looks like.
  • Get fully up to speed on Ashby and take over scheduling and coordination across active reqs.
  • Launch sourcing and outreach campaigns for your first 2-3 roles across technical and/or commercial.
  • Start mapping improvements and identify the first 2-3 candidates for automation or tooling improvement.
Within 3 months you'll...
  • Own scheduling and coordination across all active pipelines.
  • Run consistent weekly volume of outbound sourcing across technical and commercial roles.
  • Hold top-of-funnel conversations with sourced candidates and hand qualified prospects to the founding recruiter for full screens.
  • Shipped at least 1-2 automations or tooling improvements that measurably reduced manual work and increased the number of sourced candidates in the pipeline.
Within 6 months you'll...
  • Own top-of-funnel strategy across your roles - sourcing channels, outreach approach, pipeline health & reporting.
  • Prototyped or co-built at least one larger system such as a sourcing agent, a market intelligence feed, or an AI-powered candidate personalization workflow.
  • Build reusable sourcing playbooks that compound beyond individual searches.
  • Be presenting pipeline health and funnel data to the recruiting team and hiring managers.

About you
  • 1-4 years of experience in sourcing or recruiting coordination, with a strong bias toward proactive, pipeline-generation work and operational precision.
  • Actively use AI tools in your workflow and have started building with them, not just using them. You've automated or systematized part of a sourcing or coordination process - and you can describe exactly what you built and what it unlocked.
  • Demonstrated ability to identify and engage passive talent in competitive markets.
  • Strong enough understanding of technical roles to speak credibly with engineers about what they work on and why it matters.
  • Experienced with LinkedIn as well as modern platforms like Juicebox, Metaview, Wrangle, Gem, etc.
  • Clear, effective written communicator who can represent Ambrook's voice in candidate-facing messages.
  • Run a clean kitchen. Keep the pipeline organized by managing your sequences and follow-ups, tagging candidates, and submitting well-written feedback.
  • Quality and quantity. You can hit your outbound goals, but your outreach reads like a person wrote it. You take the time to look for real connections and touchpoints with candidates.
  • Genuinely energized by coordination and the operational side of recruiting - not just tolerating it as a path to something else.
  • Bonus: Experience sourcing for fintech, GTM/commercial roles, or early-stage startups. You'll have the opportunity here to work on both technical and non-technical roles depending on experience.

Benefits
  • Competitive salary
  • Health insurance
  • 401(k) with matching contribution
  • Flexible vacation time
  • Flexible work hours
  • A desk at Ambrook's NYC, SF, or Denver office.
  • Wellness stipend
  • Professional development stipend

Our values
  • Real Talk - We create space for ourselves and others to be straightforward, vulnerable, and accountable.
  • Reach Understanding - We are driven by curiosity and empathy to learn about our customers, team, and world.
  • Be Proactively Resourceful - We are internally motivated and externally empowered to identify opportunities and solve problems.
  • Derisk Thoughtfully - We lean into the biggest risks we face as a company and put in the work to address them systematically.
  • Find the Positive-Sum - We believe in creating incentive structures that align the needs of our company, our customers, and our planet.

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