What are the responsibilities and job description for the Founding Technical Recruiter position at Stuut?
Stuut is transforming accounts receivable for B2B companies—making collections smarter and faster for companies that have historically relied on manual processes that are labor intensive and costly. Our platform is gaining traction with finance teams across industrials, chemicals, and manufacturing sectors from Fortune 10 brands to scaling midmarkets. We're backed by top-tier investors including a16z, Khosla, Activant, 1984 Ventures and Page One.
The Role
We're hiring our first dedicated recruiter. Nearly every open role at Stuut today is technical—AI/ML, voice infrastructure, applied AI engineering, data, and design—and the pace of hiring is only accelerating. As our Founding Technical Recruiter, you'll own the full recruiting lifecycle for these roles, from sourcing through offer, and build the talent function itself: the processes, tooling, employer brand, and hiring standards that will carry us through the next several years of growth.
You'll report directly to the CEO and partner day-to-day with engineering and product leadership. This is not a role where you inherit a playbook—you'll write it. If you're energized by owning searches end-to-end for senior technical talent, being measured on the quality of the people you bring in, and shaping how a fast-moving AI company scales its team, this is the seat.
What You'll Do
The Role
We're hiring our first dedicated recruiter. Nearly every open role at Stuut today is technical—AI/ML, voice infrastructure, applied AI engineering, data, and design—and the pace of hiring is only accelerating. As our Founding Technical Recruiter, you'll own the full recruiting lifecycle for these roles, from sourcing through offer, and build the talent function itself: the processes, tooling, employer brand, and hiring standards that will carry us through the next several years of growth.
You'll report directly to the CEO and partner day-to-day with engineering and product leadership. This is not a role where you inherit a playbook—you'll write it. If you're energized by owning searches end-to-end for senior technical talent, being measured on the quality of the people you bring in, and shaping how a fast-moving AI company scales its team, this is the seat.
What You'll Do
- Own full-cycle recruiting for technical roles: run searches end-to-end across Engineering, AI/ML, Data, and Design—from kickoff and sourcing through interviews, references, and closed offers.
- Source proactively and creatively: build pipelines of exceptional senior engineers and researchers through outbound, referrals, communities, events, and channels other recruiters haven't thought of yet. Top candidates here won't come inbound—you'll go find them.
- Partner with leadership as a trusted advisor: work directly with the CEO and hiring managers to define role scope, success profiles, and evaluation criteria—and be a consistent voice for quality throughout the process.
- Build the recruiting function from scratch: stand up our processes, interview frameworks, scorecards, and ATS hygiene; establish the metrics and reporting that keep hiring fast and honest.
- Deliver an exceptional candidate experience: every candidate—hired or not—should leave the process thinking more of Stuut than when they entered it.
- Champion Stuut's story in the market: represent our product, traction, and technical bar to passive candidates and position Stuut as the place ambitious engineers want to build.
- Use data to get better every week: track pass-through rates, diagnose bottlenecks, and iterate on sourcing and process based on what the numbers tell you.
- Have 4 years of full-cycle recruiting experience with a focus on technical roles, ideally in-house at a fast-growing, product-led startup.
- Have owned searches for senior and staff engineering talent and can establish instant credibility with technical leaders and candidates.
- Have strong sourcing chops—you're comfortable building pipelines for hard-to-fill roles rather than waiting on inbound.
- Have worked somewhere with a very high talent bar and understand the subtle indicators that separate good from great technical talent.
- Are data-driven: you use pipeline metrics to prioritize your time, spot problems early, and make the case for change.
- Operate with autonomy—you're used to leading searches end-to-end and prioritizing your own workload without direction.
- Are excited to build a function, not just fill seats: processes, employer brand, and hiring infrastructure that scale.
- Want to work in person, at speed, alongside the founders in our SF or NYC office.
- Top-of-market salary and equity package
- Medical, dental & vision insurance coverage for you
- 401(k) & Match
- Equity
- Flexible PTO
- Parental Leave
- Top-of-market salary and equity package
- Benefits (for U.S.-based full-time employees)
- Medical, dental & vision insurance coverage for you
- 401(k) & Match
- Equity
- Flexible PTO
- Parental Leave
Salary : $180,000 - $250,000