Original listing text, shown exactly as published by the company.
Who You Are
- 5 to 7 years of full-cycle technical recruiting experience hiring software engineers, with a meaningful chunk of that time spent in fintech or adjacent financial infrastructure (payments, lending, capital markets, embedded finance, financial data platforms), ideally with exposure to AI-native or crypto-native teams
- A blended background across in-house and agency or embedded search. You've built pipelines from inside a product company and you've also run external search, so you operate well in both modes
- You actively want to use AI in your day to day recruiting work, not just tolerate it. Sourcing agents, automated outreach, AI-assisted screening, and AI-assisted candidate prep are tools you reach for first, and you're constantly experimenting with new ones
- Deeply AI-fluent on the candidate side. You can credibly evaluate engineers who are shipping with LLMs, agents, RAG, evals, fine-tuning, and modern AI infrastructure, and you can tell the difference between someone who's truly building with this stack and someone who's just adjacent to it
- A real, warm network of fintech and applied AI engineering talent across the US and Canada that you can tap on day one
- An exceptional closer who can articulate technical opportunities to skeptical senior engineers and read what actually motivates them
- A direct, low-ego operator who is comfortable with ambiguity and a fast-moving environment
- A strong written communicator. Your outreach gets opened and replied to because it sounds like a human who did the work, not a templated blast
What You'll Do
- Own the full hiring funnel for engineering roles across Lazer's Fintech practice, from intake to offer signed, with a particular focus on roles at the intersection of finance and AI
- Partner directly with Cofounders and Fintech leadership to translate strategy into a sharp, prioritized hiring plan
- Source proactively. The bar is high and most of our hires come from outbound, so you'll be in the trenches building lists, writing thoughtful outreach, and running sourcing sprints
- Build and run interview loops that move fast and protect quality, including writing rubrics for AI-heavy roles and coaching interviewers on how to assess applied AI work
- Use AI to compound your output. Build sourcing agents, automate the boring parts, and keep raising your own ceiling on what one recruiter can do
- Close candidates with substance. Lead reference calls, manage offer negotiations, and get the right people across the line
- Bring market signal back to the business: comp benchmarks for AI and fintech engineers, competitive intel, what we're losing candidates on, and what to change
- Help shape how we hire as we scale. The playbook you build here gets applied across the rest of the company
AI in our hiring process
We use AI to help us review and shortlist applications based on job-related criteria. A human hiring manager always makes the call on who moves forward. As a company that builds with AI every day, we're all for candidates using it too — just be upfront about how it helped.
