Talent Engineer

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 goal is simple: remove manual work from the recruiting loop so the team can operate faster, with better signal, at higher volume. You'll make deliberate build-vs-buy calls. Not everything needs a SaaS subscription — some problems are a Python script and a webhook. You know the difference, and you default toward the cheaper, more controllable solution when it's the right one. What You'll Build Sourcing automation : Pipelines that surface candidates before they're actively looking. Structured workflows across LinkedIn, GitHub, research corpora, and referral networks. Screening infrastructure : LLM-assisted triage that filters for fit before a human reviews. You'll own the prompts, the evaluation logic, and the quality checks that keep signal-to-noise high. ATS integration : Ashby as system of record. You'll wire it to sourcing tools, comms, and scheduling so candidate state updates without manual pushing. Funnel analytics : Define the metrics that matter (time-to-fill, source quality, offer accept rate), instrument the pipeline, and report with enough honesty to actually change behavior. Internal tooling : Dashboards and lightweight interfaces so the team has real-time visibility without living in Ashby. Desired experience You've scaled recruiting functions, not just supported them. Multiple roles, multiple levels, parallel pipelines — without losing quality at volume. You wire tools into systems. ATS, sourcing, outreach, screening, scheduling — each integration removes a bottleneck, each automation compounds. The recruiting engine grows faster than the headcount running it. New role = new workflow to instrument, not a new search to run manually. Details Full-time · In-person · San Francisco Bay Area $120k–$160k base · 0.025%–0.05% equity

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