Black Ore Technologies

We're partnering with a $60M-funded vertical AI company to find their first dedicated recruiting hire. This company is doing something genuinely hard and genuinely important — using AI to automate tax preparation for CPAs — and they're looking for a recruiter who wants to own a function, not inherit one.

You'll be the first full-time recruiter inside a ~50-person company with a high hiring bar, a clear growth trajectory to 100+, and direct access to the CEO, CTO, and VP of Sales from day one. There's no recruiting infrastructure to plug into. You'll build it. That means workflows, tooling, scorecards, sourcing sequences — all of it — while simultaneously running full-cycle searches for technical and go-to-market roles at a pace of 1–2 hires per month.

This is not a role for someone who wants to delegate. For at least the first 12 months, you are the recruiting function. No sourcers. No coordinators. Just you, a sharp executive team, and a mandate to hire exceptionally well.

• Full-cycle recruiting end-to-end (~60% technical, ~40% GTM) — sourcing, screening, and closing personally on roles like Applied AI Engineers, Full Stack Tech Leads, AEs, SDRs, and post-sales
• Partnering directly with the CEO, CTO, and VP of Sales to calibrate hiring bar and candidate profiles
• Building the recruiting infrastructure from the ground up — workflows, tooling, and systems designed to scale the company from 50 to 100+
• Treating every hire as a quality-over-quantity decision — this team doesn't close roles for the sake of closing them

• 4–10 years of full-cycle recruiting experience with a strong technical focus — engineering, AI/ML, and product roles in competitive markets
• Hands-on startup experience is non-negotiable — you must have actually built technical teams at an early or growth-stage company (Series A–C), not just supported a large recruiting org
• Prior experience as a first or solo recruiter who scaled a team past 50 employees and built processes from scratch
• A mix of big tech and startup experience is a strong plus — started at a structured environment and brought that rigor into an early-stage company
• High-bar, methodical approach to candidate evaluation — you prioritize getting it right over getting it done fast
• Currently based in Austin, TX or New York City — no relocation candidates will be considered

• You're primarily motivated by building and managing a recruiting team — this is a hands-on IC seat for the foreseeable future
• Your background is exclusively in large, structured enterprise recruiting environments without startup exposure
• You optimize for close rate and volume over hire quality
• You have a pattern of short tenures (multiple roles under 12 months)
• You require visa sponsorship — all candidates must be authorized to work in the US

If you're a technically fluent, high-bar recruiter who's built something from scratch before and wants to do it again at a company with serious funding, a real product, and a leadership team worth partnering with — we want to hear from you.

Please include a brief note on the technical roles you've owned, the stage of company you built them at, and why a solo IC recruiting seat excites you rather than concerns you.