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Salary: USD 140,000 - 180,000 / annual
DatologyAI has built a state-of-the-art data curation suite that automatically optimizes petabytes of data to create the best possible training data for AI models. The company has raised $57.5M from top-tier investors including Felicis Ventures, Radical Ventures, Amplify Partners, Microsoft, Amazon, and AI visionaries like Geoff Hinton, Yann LeCun, and Jeff Dean. The team has pioneered frontier research in data optimization and combines deep expertise in both data research and data engineering.
As Senior Talent Partner for Engineering & Research, you will own full-cycle recruiting for senior and specialized technical roles across research, ML engineering, and infrastructure. You'll report to the Head of People and work closely with founders and technical leaders as a true thought partner, shaping both who the company hires and how they hire them.
Key responsibilities include:
- Owning end-to-end recruiting for senior and specialized technical roles, from role definition through candidate close
- Running proactive sourcing to find and engage passive talent, including researchers from top labs, PhD programs, and high-growth AI companies
- Partnering with hiring managers to define roles, calibrate hiring bars, and design interview loops that predict success
- Leading offer strategy and closing candidates, including equity conversations and navigating competing offers
- Delivering a high-touch candidate experience that reflects company values
- Using data to track pipeline health, identify bottlenecks, and keep leadership informed
- Building scalable recruiting processes, tools, and playbooks as the team grows
- Mentoring recruiting teammates and raising the bar for hiring practices
The role is based in San Mateo, CA with an in-office expectation of 4 days per week.
REQUIREMENTS:
- 5+ years of technical recruiting experience, with meaningful time at a startup or high-growth tech company
- Proven track record of hiring strong technical talent
- Strong sourcing instincts and creativity to reach passive candidates
- Technical fluency sufficient to hold credible conversations with engineers and researchers
- Confidence advising hiring managers and ability to push back when it serves the outcome
- Experience closing complex offers, including equity and competitive situations
- Comfort with ambiguity and a bias for building, measuring, and improving processes
