Recruiting Lead

Datawizz is building the agent workforce. We're a seed-stage team backed by Human Capital (SpaceX, Snowflake, Anduril) building a platform that helps enterprises build and deploy agents with the right permissions, guardrails, and activity logging to actually ship within companies. Early customers are already automating several hours of their workday.

We're hiring people who want to build, not manage. If you want to work on hard problems with a small team that ships, this is the place.

As our first Recruiter, you'll own hiring end-to-end. This isn't a role where you inherit a req list and execute. You'll partner with the early team to figure out which hires actually move the company forward, define what great looks like for each role, and then go find those people yourself. You should be as comfortable designing an interview loop as you are spending an afternoon deep in LinkedIn sourcing.

You will:

• Own the recruiting function from scratch: build our hiring process, interview loops, scorecards, and candidate experience

• Use our platform to build agents that automate your recruiting workflows and multiply your leverage

• Write compelling job descriptions and outbound copy that cuts through the noise and gets the right people to pay attention

• Source relentlessly: run outbound campaigns, tap networks, mine communities, and find the people who aren't looking

• Set up and manage our recruiting infrastructure (Ashby, scheduling, pipelines, reporting)

• Surface hiring insights to the team: where we're winning, where we're losing candidates, and what to fix

This role is in-office, 5 days/week, based in San Francisco.

• Have 3 to 8 years of recruiting experience, ideally including time at an early-stage startup where you were the first or only recruiter

• Have closed hard-to-land candidates. You know how to sell a vision, not just a job

• Can toggle between strategy and execution in the same afternoon: one hour designing an interview rubric, the next hour sourcing engineers

• Have strong opinions on how to build a hiring bar and aren't afraid to push back

• Competitive salary, based on experience level

• Meaningful equity

• Opportunity to be a founding member of a growing company