Member of Recruiting Staff - Technical Recruiter

The Opportunity

Liquid AI is hiring fast across the business, and our high-output recruiting team is how we win the talent that defines us. This is a full-cycle role in San Francisco, owning hiring across the full spectrum: engineering and research, product, solutions architecture, GTM, and G&A.

Recruiting here is a highly ambiguous, build-from-scratch environment. Many of the roles you will run are first-of-kind for Liquid, so you will define brand-new roles, build the rubrics, coach stakeholders, and bring in exceptional people. You will run your searches with high agency and minimal supervision, with a manager who will still mentor you.

What We're Looking for

We need someone who

• Operates as a talent partner, not just a recruiter: You measure yourself by what is best for the business, not seats filled.
• Builds in ambiguity: You are energized by undefined problems and create structure where there is none.
• Prioritizes strategically: You read the data, anticipate where a search will stall, and put your time where it creates the most leverage.
• Runs with high agency, and is still learning: You thrive with minimal supervision, want a manager who will mentor and stretch you, and it is obvious you will reach full strategic scope even if you are not there on day one.

The Work

• Own full-cycle hiring across the spectrum as the in-person anchor in San Francisco, running on-sites and closing senior and executive hires face-to-face.
• Coach stakeholders and partner with senior leaders and the C-suite to define brand-new roles before they kick off.
• Identify the best talent: go beyond LinkedIn and build the evidence for why a candidate is the best, not just available.
• Build rigorous, role-specific evaluation from scratch: define what 'good' looks like, assessing for the attributes and values that predict success, not just skills, and make the process itself a reason candidates want to join.
• Win competitive closes: sharpen the value proposition, build the total-compensation narrative, and bring the candidates that matter in to close face-to-face.
• Close the loop on quality and run a clean operation: measure quality of hire, run look-backs, gather market intel along the way, keep Ashby data reportable, and document process in Notion.
• Work inside an AI-native recruiting stack: intake notes become a Hiring Blueprint, a job description, and a screen guide in days rather than weeks, screens score against role-specific rubrics, and your time goes to judgment and relationships instead of paperwork.

Must-have

• Proven depth in full-cycle recruiting for research, engineering, or other deeply technical roles, with the seniority to own complex searches end-to-end.
• A track record of winning competitive closes: competing offers, equity education, total-compensation narrative, creative engagement, and in-person closes
• Builder in ambiguity: you have defined roles, rubrics, and evaluation processes from scratch and coached hiring managers, including first-timers
• Strong ATS discipline (Ashby or comparable) plus recruiting-data rigor: structured screens, scorecards, calibrated loops, and accurate, reportable metrics (time-to-fill, pass-through, quality of hire)
• Based in San Francisco and able to work from the office 4+ days per week and host candidate onsites

Nice-to-have

• AI / ML or deep-tech recruiting experience
• Early-stage (seed to Series C) team-building experience, where you helped build the motion rather than execute a mature playbook
• Experience building quality-of-hire and retention loops: onboarding check-ins, hire look-backs, and calibration back into evaluation
• Demonstrated range across product, GTM, G&A, and customer-facing technical roles (or a clear, evidenced ability to flex into them)

What Success Looks Like (Year One)

• You own and close a full book across engineering, product, solutions architecture, GTM, and G&A end-to-end
• You run independently, trusted with judgment calls, sustaining hiring quality and pace
• New and ambiguous roles get clear, role-specific rubrics and evaluation loops, and hiring managers are measurably better at hiring because of how you coach them.
• P0 roles close faster, and you have quality-of-hire and look-back loops running that feed back into our evaluation.

What We Offer

• Real ownership with a direct mentor and room to grow: Run your searches end to end, and your judgment directly shapes who joins Liquid as we scale.
• Compensation: Competitive base salary with equity in a unicorn-stage company
• Health: We pay 100% of medical, dental, and vision premiums for employees and dependents
• Financial: 401(k) matching up to 4% of base pay
• Time Off: Unlimited PTO plus company-wide Refill Days throughout the year