Senior Technical Recruiter

ABOUT NEO

AI is the most significant shift in how work gets done since the advent of the Internet — yet most organizations fail to capture its value. Neo is changing that.

Founded by Bhavin Turakhia — Co-Founder of Zeta, Radix, and Titan — Neo is building an integrated, AI-first suite of products that capture work, centralize context, and make AI a first-class participant in every workflow:

• Tasket — A radically reimagined, AI-native, work management platform that centralizes context and makes AI delegation seamless for all work.
• Friday — AI Assistant, co-worker and agent platform, pre-integrated into Tasket, Studio, Drive and 1000+ SaaS platforms.
• Studio — AI-native suite for co-creating docs, spreadsheets and diagrams collaboratively with humans and agents.
• Scribe — AI assistant for meetings that goes beyond note-taking and actually does your work while on the call.

ABOUT THE ROLE

As a Senior Tech Recruiter at Neo, you'll own full-cycle hiring for engineering and technical roles, including the senior, niche and leadership hires that shape what Neo builds. You'll treat AI the way a great recruiter treats a strong referral network: as leverage. You'll run sourcing, drafting, ranking and coordination through AI so your human hours go where they matter most: reading candidates, earning a senior engineer's trust, selling the mission, and making judgment calls a model can't.

At this level, you're also expected to raise the bar for the Talent team. You'll advise Engineering leaders on hiring strategy, coach others on the craft, and help build the AI-native recruiting motion itself: the prompts, playbooks and shared skills that make the whole team faster. Depending on fit, this role can be an individual contributor or a team-lead track.

RESPONSIBILITIES

— Own the full cycle, at senior scale: Take technical mandates from intake to signed offer, including hard-to-fill senior, lead and niche roles, with engineering leaders as true partners, not ticket-takers.

— Advise, don't just execute: Shape hiring plans with Engineering leadership: define what great looks like, set realistic timelines, share market and talent-pool insight, and push back with data when needed.

—Recruit with AI in the loop: Use AI to source hard-to-find engineers, draft outreach, summarize screens, rank pipelines and prepare interview kits, then apply the judgment that decides who moves forward.

—Speak the craft: Hold credible conversations with senior engineers and tech leads across Backend, Frontend, SDET, Data Science and beyond, and calibrate for real signal.

—Build the machine, not just the hires: Turn what works into reusable prompts, playbooks and skills that the rest of the Talent team can run.

—Mentor and elevate: Coach recruiters on sourcing, screening and closing, review their pipelines, and set quality standards. If you're on the manager track, lead a small pod and own its outcomes.

—Run on data: Track funnel health, spot where technical pipelines leak, and course-correct with numbers rather than vibes. Report clearly to leadership.

—Protect the candidate experience: Fast, honest, respectful. Every candidate should leave thinking well of Neo, offer or not.

—Close: Sell the mission, handle competing offers from big tech and hot startups, and get the right engineers to say yes.

SKILLS

—Deep familiarity with technical hiring: you understand engineering roles well enough to calibrate for signal, not just keywords.

—Genuine fluency with AI tools, and the curiosity to push them past the defaults. You experiment, you iterate on prompts, you don't wait for a manual.

—Sharp written and verbal communication, including outreach that busy senior engineers actually reply to.

—Strong stakeholder partnership: you build trusted relationships with hiring managers and senior leaders, align early, and offer a candid point of view while keeping the collaboration positive.

—Ability to mentor, coach and influence without needing formal authority.

—Comfort with ambiguity and speed. Startup pace is a feature for you, not a bug.

—Sound judgment on where automation ends and a human conversation has to begin.

—High standards and higher ownership: you close roles, you don't just work them.

EXPERIENCE AND QUALIFICATIONS

—7+ years of full-cycle technical recruiting experience.

—Experience recruiting for product-based or tech companies (essential), with a clear understanding of what it takes to hire builders for a product team.

—A track record of closing hard-to-fill senior engineering roles at both volume and quality.

—Experience mentoring or leading recruiters, or running complex mandates independently.

—Demonstrated use of AI or automation to make your own work faster (bonus points if you can show us your favourite workflow).

—Comfort with funnel analytics and reporting to leadership.

—A bias for action, a low tolerance for busywork, and a real appetite for the volume of hiring ahead.