Senior Technical & Product Recruiter (Contract)

Why this role exists:

Interface.ai is in full build mode, rapidly expanding our GTM, Product, and Engineering teams in San Jose, San Francisco, and India. We need a Senior Technical & Product Recruiter who can start delivering on day one—closing senior platform and staff engineers as well as principal product managers, keeping Greenhouse data spotless, and translating funnel metrics into clear, actionable insights for the CEO. A sharp sense of urgency, bias for action, and disciplined process are mandatory.

This role demands a master prospector: someone who knows where exceptional talent hides, turns every LinkedIn search into a warm conversation, and ignites employee-referral engines to keep the pipeline buzzing with hard-to-reach, high-caliber candidates. A sharp sense of urgency, bias for action, disciplined process, and relentless focus on quality are non-negotiable

We hire builders: people who move fast, take ownership, challenge the status quo, and obsess over quality. If you thrive on turning ambiguity into action, operate with grit and focus, and think like an owner, this is your place. You will solve problems without waiting for permission, bring bold ideas to the table, and raise the bar with every hire. We don’t wait for direction—we create it.

What you’ll drive:

• Own full-cycle hiring for Staff/Principal Engineers, Platform Engineers, and Principal Product Managers in the U.S.
  
• Run Greenhouse like mission control: build requisitions and interview plans, enforce scorecard completion, audit stages daily, and keep data clean enough to brief the CEO at a moment’s notice.
  
• Move fast, decide faster: schedule within 24 hours, chase feedback the same day, and escalate blockers immediately—no role languishes in limbo.
  
• Define the bar with hiring managers: lock must-have vs. nice-to-have skills, align on compensation, set SLAs, and hold leaders accountable for timely, calibrated decisions.
  
• Source with intent: weekly outbound sprints on LinkedIn, GitHub, Product-Led communities, referrals, and competitor maps to keep a warm bench of both engineering and product talent.
  
• Tell the data story: translate time-to-hire, submission-to-interview ratios, offer-accept rates, and diversity mix into clear next steps and course-corrective actions.
  
• Deliver a standout candidate experience from first touch through negotiation—transparent, respectful, lightning-fast.
  
• Advise on market intel: comp benchmarks, counter-offer risks, and regional talent trends for both engineering and product leadership.
  

What makes you a fit:

• 7+ years recruiting top-tier tech talent; at least 2 years closing senior engineers and principal-level product managers in high-growth startups.
  
• Proven record of delivering 24–36 senior hires a year (engineering and/or product) with ≥ 80 % offer-accept rate.
  
• Expert-level Greenhouse operator who builds, fixes, and optimizes workflows without a manual.
  
• Fluency in both deep engineering topics (distributed systems, cloud infrastructure, data platforms) and product-leadership competencies (road-mapping, GTM alignment, experimentation frameworks).
  
• Natural bias for action and sense of urgency—you default to same-day follow-ups and next-hour scheduling.
  
• Process-driven but adaptable: you enforce structure yet pivot fast when reality changes.
  
• Confident communicator who can brief C-suite in five bullets and win alignment.
  
• Experience recruiting across U.S. and India with sharp awareness of comp norms and cultural nuances.
  

Bonus points: =prior work in AI or fintech; strong Excel/Looker skills for ad-hoc analysis.

How success is measured:

• ≥ 2 accepted offers per month across engineering and product leadership.
  
• Time-to-hire for Staff+ and Principal PM: ≤ 45 days.
  
• Offer-accept rate: ≥ 80 %.
  
• Hiring-manager satisfaction: ≥ 4.5 / 5.
  
• Pipeline diversity: demonstrable quarter-over-quarter improvement.