What are the responsibilities and job description for the Founding Technical Recruiter position at Mem0?
About Mem0
We're building the memory layer for AI agents. Think long-term memory that enables AI to remember conversations, learn from interactions, and build context over time. We're already powering millions of AI interactions. We are backed by top-tier investors and are well capitalized.
The Role
We're looking for a Founding Technical Recruiter to own recruiting from zero to one.
This is not a "fill reqs" role. You'll work directly with the founders and hiring managers to define what great looks like, build sourcing and interview systems, raise the talent bar, and close exceptional people across engineering, product, design, GTM, and operations.
Our ambition is to build a team on the level of the best engineering and product organizations of the last decade. The right person for this role has that same standard internalized — and gets energized, not intimidated, by it.
Because we're early, the role will also include some people operations: onboarding, employee experience, internal rituals, and the broader people work that comes with building a company.
What You'll Own
This is a chance to build the recruiting function at a company in its earliest and most formative stage. You'll help decide who joins, how we evaluate talent, how we tell our story, and what kind of company Mem0 becomes.
If you want to build a world-class team from the ground up — and you want real ownership, not just requisitions — this is the role.
We're building the memory layer for AI agents. Think long-term memory that enables AI to remember conversations, learn from interactions, and build context over time. We're already powering millions of AI interactions. We are backed by top-tier investors and are well capitalized.
The Role
We're looking for a Founding Technical Recruiter to own recruiting from zero to one.
This is not a "fill reqs" role. You'll work directly with the founders and hiring managers to define what great looks like, build sourcing and interview systems, raise the talent bar, and close exceptional people across engineering, product, design, GTM, and operations.
Our ambition is to build a team on the level of the best engineering and product organizations of the last decade. The right person for this role has that same standard internalized — and gets energized, not intimidated, by it.
Because we're early, the role will also include some people operations: onboarding, employee experience, internal rituals, and the broader people work that comes with building a company.
What You'll Own
- Full-cycle recruiting across multiple high-priority roles, from sourcing through close
- Strong pipelines for both technical and non-technical hires
- Partnering with founders and hiring managers to define role requirements, leveling, interview loops, and hiring bars
- Crisp recruiting processes: sourcing, outreach, screening, coordination, feedback, references, offers, closing
- Managing and improving our ATS, workflows, dashboards, and recruiting operating cadence
- A candidate experience that reflects the quality and ambition of Mem0
- Recruiting brand: thoughtful outreach, events, referrals, community presence
- People operations: onboarding, employee experience, team events
- Bringing structure without adding bureaucracy
- 4–7 years of recruiting experience, ideally at high-growth startups
- Strong track record hiring technical talent — engineers, product builders, infra, AI/ML, or other high-bar technical profiles
- Excellent sourcing instincts: you know how to find exceptional people before they're actively looking
- Strong judgment on talent: you can distinguish good from great and calibrate quickly with founders
- High ownership — you don't wait for perfect process or perfect instructions
- Operating discipline to run 5 searches at once without dropping details
- Clear communicator with excellent follow-through
- Comfortable being on-site five days a week in San Francisco
- Low ego, high urgency, energized by ambiguity
- Excited to help with people operations beyond recruiting when needed
- Early recruiting hire at a seed, Series A, or Series B company
- Helped scale a company from a small team to 50
- Ashby or similar modern ATS experience
- Hiring background in AI, infrastructure, developer tools, or technical product
- Strong network in SF startup talent circles
- Office-first. We're in person in SF. Hallway conversations, whiteboard sessions, and shared meals matter.
- Builder-owners. If you see a problem or an opportunity, you have the agency to act on it. Titles are light; impact is heavy.
- High bar, high trust. We hire carefully and then give people room to run.
- Long-term. We move fast, but we're building systems and a team meant to last.
This is a chance to build the recruiting function at a company in its earliest and most formative stage. You'll help decide who joins, how we evaluate talent, how we tell our story, and what kind of company Mem0 becomes.
If you want to build a world-class team from the ground up — and you want real ownership, not just requisitions — this is the role.