We are building Artie, a real-time data streaming solution focused on databases and data warehouses. Typical ETL solutions leverage batched processes or schedulers (DAGs, Airflow), which cannot achieve real time data syncs. We leverage change data capture (CDC) and stream processing to perform data transfers in a more efficient way, which enables sub-minute latency.

About Artie

Artie is a real-time streaming platform that moves production data across systems in real-time, with zero maintenance. We make high-volume data replication simple, reliable, and scalable for engineering teams.

Our platform powers mission-critical use cases including fraud and risk monitoring, inventory visibility, customer-facing analytics, and AI workloads. Artie is built for engineers who care about performance, reliability, and operational simplicity — and we’re growing fast.

We’re trusted by teams like ClickUp, Substack, and Alloy, and backed by top-tier investors including Y Combinator, General Catalyst, Pathlight Ventures, and the founders of Dropbox and Mode.

We’re hiring our first in-house recruiter to own and build talent at Artie. This role is your chance to build our team from first principles.

About the Role

This is not a coordination role and not a “run the ATS” job.

You will be responsible for end-to-end recruiting across the company, with a focus on Engineering, Product, Operations, and Design (EPOD). You’ll partner directly with founders and hiring managers, define what “great” looks like for each role, and build the recruiting foundation we scale on top of.

You will also be the internal owner for our external recruiting partners — setting strategy, calibrating quality, and ensuring agencies complement our in-house motion.

If you view recruiting as a mix of sales, systems thinking, storytelling, and judgment, this role is for you.

This is a high-trust, high-ownership role, and you’ll have real influence over the shape, culture, and trajectory of the company.

What you’ll do

Own full-cycle recruiting across the company

• Run end-to-end hiring for Engineering, Product, Operations, and Design roles, and support other roles in GTM as needed
• Partner with founders and hiring managers to:
  • Define role scope, seniority, and success criteria
  • Calibrate on candidate quality and tradeoffs
  • Continuously refine interview loops and hiring signals
• Manage candidates through sourcing, screening, interviews, offers, and closing

Be the engine for technical hiring

• Proactively source and engage senior technical talent (engineers, product, design) in a competitive market
• Run outbound recruiting with creativity and rigor — LinkedIn, referrals, networks, events, cold outreach, and non-obvious channels
• Confidently engage technical candidates and speak credibly about:
  • Engineering culture and technical challenges
  • Artie’s product, architecture, and roadmap (with support from founders)

Sell Artie to candidates

• Craft and deliver a compelling narrative around:
  • Why Artie exists
  • Why this team is special
  • Why this is a rare career opportunity
• Own candidate experience end-to-end - build a world-class recruiting process that delights candidates

Build recruiting infrastructure from scratch

• Own and evolve our recruiting process, tools, and operating rhythm
• Manage and improve our ATS and sourcing tools
• Track and report on hiring progress, pipeline health, and bottlenecks
• Continuously improve speed, quality, and candidate experience as we scale

Manage external recruiting partners

• Act as the primary point of contact for agencies we work with
• Set expectations, role briefs, and quality bars
• Ensure agencies augment our hiring motion rather than define it

What we’re looking for

Recruiting mastery in early-stage environments

• 4+ years of recruiting experience, with meaningful exposure to:
  • Technical recruiting (engineering, product, design)
  • Early-stage startups (Series A–C preferred)
• Experience owning full-cycle recruiting without large support teams

Strong technical intuition

• You don’t need to code, but you can recruit engineers
• Able to build credibility quickly with senior technical candidates

Sales mindset

• You view recruiting as a sales and persuasion problem
• Comfortable with outbound, rejection, and ambiguity
• Strong written and verbal communicator

Extreme ownership

• You take responsibility for outcomes, not just inputs
• You proactively identify problems and fix them
• You care deeply about quality and long-term team health

Taste, judgment, and integrity

• You have a strong internal bar for talent
• You know when to push, when to pause, and when to say no

Logistics

• Willing to work in-person, 5 days/week at our SF office
• Comfortable operating with speed, ambiguity, and very little structure

What you’ll get

• Foundational impact: You will shape the team, culture, and hiring bar at Artie
• Direct founder partnership: Work closely with the CEO/CTO and leadership team
• End-to-end ownership: Strategy, execution, iteration — all yours
• Growth path: Opportunity to grow into a Head of Talent / recruiting leader as we scale
• High trust environment: You’ll be treated as a core operator, not a support function

Compensation & Benefits

• Competitive salary (commensurate with experience) - our philosophy is P75-90 for base salary and P90+ for equity compared to benchmarks
• Healthcare, 401(k) matching, unlimited PTO
• Lunch & dinner provided

Frontend

• Our marketing site is written with Next.js and Tailwind.
• Customer dashboard is written with React, Material UI and Typescript.

Backend

Our open-sourced service, Artie Transfer and our backends are all written in Go.

Infrastructure

• Kafka
• Kubernetes w/ Helm
• Terraform