Lead / Staff Technical Recruiter

About AirOps

AirOps is the first end-to-end content engineering platform built for the AI era. In a world where discovery is shifting from traditional search to AI-driven platforms, we help brands get found—and stay found. We are currently in a phase of hyper-growth, having 5x’d our revenue in the last year by helping marketing teams at Ramp, Chime, Carta, and Rippling turn content quality into a durable competitive advantage.

Our platform equips marketers to navigate the new discovery landscape, prioritize high-impact opportunities, and create accurate, on-brand content that earns citations from AI and trust from humans. Backed by Greylock, Unusual Ventures, Wing VC, and Founder Collective, we are building the intelligent systems that will empower the next generation of marketing leaders. AirOps is headquartered in San Francisco, New York and Montevideo.

The Opportunity

Most recruiter roles look similar on the surface. They share largely the same remit: own the end-to-end recruiting pipeline for Engineering, Product, and Design; partner with hiring managers to hire AirOps-level talent; and leverage every available channel to ensure no stone goes unturned. This role is no different in that regard.

Where it gets specific is who thrives here.

• Intensity. You have that dog in you. You operate with a level of intensity most people don't. You take it personally.

• Speed is the moat. You move with a high sense of urgency; it's deeply threaded into our DNA. The saying goes "time kills all deals." We live by the inverse: momentum and velocity win deals. We never rush candidates to make a decision, but we are never the ones slowing things down.

• The 2010-2020 structured interviewing playbook is dead. The landscape has completely changed. If your only play is creating structured interviews and running a consistent process, this role isn't for you. You design interviews that meet the moment and allow us to win the best talent.

• You're one of them. You've spent enough time in the engineering world that you've developed genuine technical fluency. You can hold your own in a circle of engineers: understanding what they're building, what makes someone great at it, and which questions actually reveal signal when evaluating one.

• The net and the spear both have their moment. Certain roles have a very small talent pool. You develop the instinct to recognize that from the jump, before you burn through the market.

• Every altitude is your altitude. You hold your own in a strategic discussion, then turn around and scrub a pipeline to make sure every candidate is accounted for.

• The story is the sell. You paint the clearest picture of what AirOps is building, why it matters, and why now. Candidates leave conversations with you energized, not because you oversold the role, but because you gave them the context to see what you see. You bring that same clarity to hiring managers: the right level of framing, delivered in a way that earns trust and moves decisions forward.

• Strong opinions, loosely held. You have strong opinions, because without them, you can't be as impactful as we need. And you hold them loosely, because without that flexibility, the team can never be as effective as it could be.

• Communication is the connective tissue. You communicate progress clearly and proactively, in writing and in conversation. Keeping hiring managers, leadership, and partners informed isn't an afterthought; it's how trust is built and momentum is maintained.

• Hiring managers want you in the room. You earn partnership through reliability, consistency, and authenticity, never self-orientation. Hiring managers come to you not because you'll do the work they don't want to, but because working with you makes them better. You completely elevate what you two can do together, and they feel that.

• The candidate you reject remembers. You treat every candidate, the ones you move forward and the ones you don't, with the same level of care and respect. Even when it takes more time. Especially when it takes more time. How someone feels after a no is a reflection of AirOps, and you take that seriously.

• Nice-to-have: you're AI-pilled.

If you check all of these boxes, we'd love to talk. If you're missing even one, it likely isn't the right fit.

You're more likely to be successful if you have the following experience, though it's not required:

• 8+ years of full-cycle recruiting experience, with at least 4 years at a high-growth startup

• Previously a Head of Talent or First Recruiter

• Proven track record hiring engineering talent

• Deep understanding of technical nuances related to engineering hiring

• Strong sourcing skills with the ability to identify and engage passive candidates

• Experience designing interview processes and coaching hiring teams on evaluation

• Data-driven mindset with the ability to diagnose pipeline issues and optimize conversion

• Demonstrated ability to close challenging offers and navigate complex negotiations

• Experience recruiting for AI/ML, developer tools, or marketing tech companies

• Familiarity with AI-powered recruiting tools and automation workflows

• Experience scaling recruiting during rapid growth phases (Series A to Series B+)

IMPORTANT: As part of your application, please build a single page application for your resume with one of the vibe coding platforms: v0, Lovable etc and include your deployed app in your application. Any applications without this will not be considered.

Our Guiding Principles

• Extreme Ownership

• Quality

• Curiosity and Play

• Make Our Customers Heroes

• Respectful Candor

Benefits

• Equity in a fast-growing startup

• Competitive benefits package tailored to your location

• Flexible time off policy

• Parental Leave

• A fun-loving and (just a bit) nerdy team that loves to move fast!