Founding Recruiter

ABOUT TAKE2:

Take2 AI automates phone screens with AI agents.

Take2's AI Interviewers automate the end-to-end screening process - evaluating resumes, conducting phone screens, and scheduling next round interviews with qualified candidates. Our AI Interviewers help reduce overhead costs while boosting speed-to-hire and preventing mis-hires. For candidates, this guarantees they’re never left without a response and delivers a better experience, uncovering skills that go beyond the resume.

We are a team of Stanford GSB alums, backed by SemperVirens & Reach Capital. Our advisory board consists of ex CHROs of F500 companies such as Visa, HP, Disney & Google.

Want a sneak peek of what we are building? Check out this video!

https://youtu.be/UorNA5uuQjU

ABOUT THE ROLE:

This is a rare opportunity to join Take2 AI as our first People hire and help build the company from the inside out. You will own recruiting end to end while partnering closely with the founders to shape our team, culture, and hiring philosophy from day one. Beyond filling roles, you will influence how we work, how we grow, and what we value as a company. If you are excited by high ownership, early-stage energy, and the chance to grow into a long-term talent and people leader with no ceiling on impact, this role was built for you.

IN TERMS OF EXPERIENCE:

REQUIRED:

• 3 years of full-cycle recruiting experience in a VC backed Series A or Series B startup in a recruiting or HR role
• Hands-on technical hiring experience, including engineers, product, or data roles
• This is a hybrid role, 4 days a week in person at our Manhattan office.

PREFERRED:

• Experience building recruiting processes, interview frameworks, or people practices from scratch
• Exposure to AI, ML, or technical SaaS hiring
• Interest in culture building, onboarding, and early HR policy development

WHAT YOU WILL DO:

• Be our first People hire, owning full-cycle recruiting end-to-end across engineering, product, sales, and operations as we scale Take2 AI
• Partner directly with the founders on headcount planning, org design, and hiring bar, helping define who we hire and why
• Build top-of-funnel sourcing, interview processes, and closing motion from scratch, creating a thoughtful, high-quality candidate experience
• Shape our culture and ways of working, including values, onboarding, feedback loops, and early team rituals
• Put simple, human-first people practices and HR policies in place using lightweight tools, evolving them as the company grows
• Grow with the company into a senior talent or people leadership role, with real ownership and no ceiling on impact