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Salary: USD 122,500 - 185,000 / annual
Gray Swan is building AI safety and security infrastructure for frontier AI labs. The company evaluates AI models and develops real-time threat detection and adaptive adversarial red teaming agents. With ~50 employees and strong funding, Gray Swan is growing quickly and directly influencing how the world deploys AI systems at scale.
You will own full-cycle technical recruiting across Gray Swan's technical organization, including Software Engineering, Infrastructure, AI/ML, Security, Research, and emerging technical functions. This is a high-ownership role combining strategic talent partnership with hands-on execution.
Key responsibilities:
- Own recruiting from role definition through sourcing, assessment, offer strategy, and close
- Partner with engineering and technical leadership as a trusted talent advisor on hiring strategy and decisions
- Build passive talent pipelines through creative sourcing, market research, networking, and targeted outreach
- Develop deep understanding of technical talent markets and proactively identify candidates not actively looking
- Recruit and close highly sought-after technical candidates, developing compelling pitches and navigating objections
- Coach hiring teams on technical profiles, interview processes, candidate calibration, and hiring decisions
- Improve technical interview design, scorecards, calibration, and debrief processes
- Use recruiting data and market intelligence to diagnose pipeline health, conversion rates, sourcing effectiveness, and adjust strategy
- Manage multiple high-priority technical searches simultaneously while maintaining quality standards
- Deliver exceptional, thoughtful, responsive candidate experience
- Help build recruiting infrastructure and processes to support company growth
Requirements:
- 5+ years full-cycle recruiting experience with significant technical talent recruiting
- Strong track record recruiting software engineers and highly technical candidates in competitive markets
- Experience recruiting for high-growth startups, ideally early-stage or pre-IPO
- Direct partnership experience with engineering leaders, technical executives, and hiring managers
- Strong technical sourcing instincts and ability to identify exceptional engineers beyond obvious candidate pools
- Ability to understand technical roles well enough to source, assess, calibrate, and sell candidates without being an engineer
- Track record identifying, engaging, and closing passive technical candidates
- Confidence to coach hiring teams and push back on profiles, processes, or decisions
- High ownership, decision-making ability, and comfort moving work forward independently
- Strong operational discipline managing multiple high-priority searches
- Data-driven approach to recruiting with ability to diagnose and adjust when searches aren't working
- Builder mentality—energized by creating and improving recruiting processes
- Curiosity about AI and AI security; willingness to learn about technology and become fluent in relevant markets
Bonus experience: recruiting at early-stage or rapidly scaling startups while building recruiting function; recruiting in AI, cybersecurity, developer tools, enterprise software, or infrastructure; hiring across diverse technical profiles (software engineers, infrastructure engineers, security engineers, ML/AI engineers, research-oriented talent); recruiting for competitive or niche technical markets; using AI and recruiting technology to improve sourcing and operations; building technical recruiting strategies from scratch.
