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Scarlet is building AI-powered infrastructure to accelerate medical device certification and regulatory approval. The company combines clinical, technical, and regulatory expertise with AI agents and software to help ambitious technology companies compress certification timelines from years to months without compromising safety standards.
As Scarlet's first Talent Acquisition Engineer, you will own the end-to-end candidate pipeline using AI agents and tools to identify, qualify, and engage talent across technical, clinical, regulatory, and commercial functions. This is a high-leverage individual contributor role where you'll design and execute recruiting strategies that go beyond traditional job boards and passive candidate sourcing.
Key responsibilities include:
- Orchestrating AI agents (using tools like Codex, Claude, or others of your choosing) to identify and qualify promising candidates beyond obvious job titles and familiar companies, including passive candidates not actively job-seeking
- Exercising judgment to determine when and how to personally engage with candidates to complete qualification before handing off to hiring managers
- Owning the quality and relevance of all outreach messages, ensuring communications are accurate, personalized, and worth replying to
- Measuring the effectiveness of different sourcing and qualification approaches, rigorously testing and iterating to improve candidate quality and hiring manager satisfaction
You'll work closely with hiring managers across the organization and have direct influence over recruiting outcomes and company growth.
REQUIREMENTS:
- Demonstrated success orchestrating AI agents to solve complex, unstructured problems, with concrete examples you can walk through
- Portfolio of clear, effective professional writing, including examples of agent-generated content you've reviewed and refined
- Experience representing an organization professionally in external-facing conversations with candidates, prospects, customers, or other stakeholders
- Preferred: familiarity with applicant tracking systems (e.g., Ashby) or recruiting analytics
