Technical Recruiter

• Own the end-to-end recruiting process for engineering, AI, machine learning, and data roles.
• Proactively source top technical talent through LinkedIn, GitHub, referrals, communities, events, and your own network.
• Write compelling outreach and job descriptions communicating Fiscal.ai's mission and technical challenges.
• Conduct initial screens to assess technical background, motivation, and fit.
• Partner with hiring managers to define role requirements, interview plans, and evaluation criteria.
• Coordinate and run interview loops, gather feedback, and drive timely hiring decisions.
• Manage offers and closing conversations, including compensation and equity discussions.
• Deliver an excellent candidate experience at every stage.
• Maintain accurate pipeline data in the applicant tracking system and report on recruiting metrics.
• Build long-term talent pipelines and employer brand within engineering and AI communities.
• Report directly to the CEO and CTO in a cross-functional capacity.

• Own top-of-funnel strategy and execution for technical requisitions across Software Engineering or Data Science
• Build pipelines, engage and qualify candidates, and hand off qualified, well-briefed candidates to recruiters
• Conduct market maps, organizational mapping, open-source and technical community research, and advanced boolean and x-ray searches
• Write personalized outreach, test messaging, and manage response rates
• Run multiple searches with disciplined follow-up cadences, accurate ATS hygiene, and trustworthy data
• Turn research into talent density views and competitive hiring insights
• Partner with recruiters and hiring managers on calibration, role scope, leveling, and search strategy
• Track and report response rates, screen pass rates, and stage conversion
• Represent Plaid authentically as an initial candidate contact

Technical Sourcer

• Partner closely with HR, Talent Acquisition, and technical teams to identify key talent needs across the enterprise
• Generate a robust pipeline of qualified candidates for engineering and other technical roles
• Liaise with technical recruitment and engineering hiring managers
• Use competitive intelligence, funnel metrics, and business intelligence to advise and influence technical talent decisions
• Brainstorm, plan, and implement effective sourcing strategies using channels such as social recruiting tools
• Devise, refine, and manage sourcing plans for current and future staffing needs
• Use HRIS and ATS systems to build sourcing pipelines, review applicants, run reports, and provide performance metrics data
• Perform other duties as required

Technical Sourcer – Temporary

• Partner with HR, Talent Acquisition, and technical teams to identify enterprise talent needs
• Generate qualified candidate pipelines for engineering and other technical roles
• Liaise with technical recruiters and engineering hiring managers
• Use competitive intelligence, funnel metrics, and business intelligence to advise technical talent decisions
• Brainstorm, plan, and implement sourcing strategies using social recruiting tools
• Devise, refine, and manage sourcing plans for current and future staffing needs
• Use HRIS and ATS systems to build sourcing pipelines, review applicants, run reports, and provide performance metrics
• Perform other duties as required

• Own full-cycle recruiting for Engineering roles, including intake, sourcing, interviews, offers, and closing
• Run intake with hiring managers to create clear scorecards and search strategies
• Source and build pipelines for passive, hard-to-find technical and AI/ML talent
• Bring market and compensation intelligence into hiring plans
• Lead offer negotiation and closing
• Build and improve interview processes, including kits, scorecards, and structured debriefs
• Act as a strategic partner to company leaders and hiring managers while ensuring hiring goals are met with top-tier candidates
• Strengthen Kalepa's employer brand in the engineering and AI community

Lead Technical Recruiter

• Own full-cycle recruiting for engineering and product roles from intake through offer
• Build and execute outbound sourcing strategies and proactively source top talent
• Partner with hiring managers and engineering/product leadership to develop clear job specifications
• Maintain process momentum and move decisively when strong candidates are identified
• Build sourcing strategies that expand candidate diversity, including specialized talent-network relationships
• Assess technical and product candidates for role-relevant thinking and problem-solving ability
• Determine when energy/cleantech domain experience matters versus when transferable skills are sufficient
• Act as a strategic hiring partner to engineering and product leadership