Gensyn
Technical Recruiter
Job Summary
This role involves leading the full-cycle recruitment process for both technical and non-technical positions, including roles in machine learning, engineering, and operational functions. The candidate will manage candidate pipelines, conduct sourcing, screening, interviewing, and negotiate offers, while leveraging data to improve recruitment strategies. Collaboration across engineering, research, and leadership teams is essential to align hiring efforts with organizational needs. The position emphasizes maintaining a high-quality candidate experience and scaling best practices in a fast-growing startup environment.
Required Skills
Benefits
Job Description
Machine intelligence will soon take over humanity’s role in knowledge-keeping and creation. What started in the mid-1990s as the gradual off-loading of knowledge and decision making to search engines will be rapidly replaced by vast neural networks - with all knowledge compressed into their artificial neurons. Unlike organic life, machine intelligence, built within silicon, needs protocols to coordinate and grow. And, like nature, these protocols should be open, permissionless, and neutral. Starting with compute hardware, the Gensyn protocol networks together the core resources required for machine intelligence to flourish alongside human intelligence.
The Role
- Own the full-cycle recruitment process for technical and non-technical roles — including ML Researchers & Engineers and other key business and operations hires. You’ll be a critical partner to our hiring managers, ensuring that every hire raises the bar and accelerates our mission
Responsibilities
- Build and manage robust candidate pipelines, maintaining a focus on quality and velocity
- Own the end-to-end recruitment process: sourcing, screening, interviewing, feedback management, and offer negotiation
- Proactively source, engage, and convert top-tier candidates across technical and non-technical roles
- Leverage data and metrics to analyze, optimize, and report on recruiting effectiveness
- Act as a strategic advisor to hiring managers, helping shape job descriptions, interview processes, and decision-making frameworks
- Maintain a world-class candidate experience throughout the entire recruitment lifecycle
- Work cross-functionally with engineering, research, operations, and leadership to prioritize hiring needs
- Be ready to roll up your sleeves and pitch in wherever needed — sourcing sprints, employer branding initiatives, tools setup, and process improvements
- Scale recruiting best practices to match the speed and ambitions of a growing startup
Competencies
Must Have
- 5+ years of technical recruiting experience, preferably at a high-growth startup
- Experience recruiting for highly technical roles such as ML researchers, engineers, and distributed systems experts
- A proven track record of hiring in high-volume, fast-paced environments
- Exceptional sourcing abilities — you are creative, resourceful, and tenacious
- You are data-driven, able to set measurable goals, and leverage data to improve processes
- You are highly organized, with excellent project management skills, a bias toward action, and an eye for process improvement
- You thrive in environments that require grit, flexibility, and problem-solving
- You are passionate about technology and excited by the future Gensyn is building
Preferred
- Experience recruiting from academic research into industry including PhDs, Postdocs, Associate Professors, and Professors
- A technical talent network within machine learning, blockchain, and/or distributed systems
Compensation / Benefits
- Competitive salary + share of equity and token pool
- Fully remote work - we currently hire between the West Coast (PT) and Central Europe (CET) time zones
- Visa sponsorship - available for those who would like to relocate to the US after being hired
- 3-4x all expenses paid company retreats around the world, per year
- Whatever equipment you need
- Paid sick leave and flexible vacation
- Company-sponsored health, vision, and dental insurance - including spouse/dependents [🇺🇸 only]
Our Principles
Autonomy & Independence
- Don’t ask for permission - we have a constraint culture, not a permission culture.
- Claim ownership of any work stream and set its goals/deadlines, rather than waiting to be assigned work or relying on job specs.
- Push & pull context on your work rather than waiting for information from others and assuming people know what you’re doing.
- Communicate to be understood rather than pushing out information and expecting others to work to understand it.
- Stay a small team - misalignment and politics scale super-linearly with team size. Small protocol teams rival much larger traditional teams.
Rejection of mediocrity & high performance
- Give direct feedback to everyone immediately - rather than avoiding unpopularity, expecting things to improve naturally, or trading short-term pain for extreme long-term pain.
- Embrace an extreme learning rate - rather than assuming limits to your ability / knowledge.
- Don’t quit - push to the final outcome, despite any barriers.
- Be anti-fragile - balance short-term risk for long-term outcomes.
- Reject waste - guard the company’s time, rather than wasting it in meetings without clear purpose/focus, or bikeshedding.
- Build and design thinly.
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