Technical Recruiter

Odyssey is an AI lab pioneering general world models: causal, multimodal systems that learn to predict and interact with the world over long horizons. This foundational technology promises to revolutionize robotics, science, healthcare, education, gaming, defense, and beyond.

Odyssey’s founders previously pioneered the most complex application of physical AI: self-driving cars. They’ve now brought together a world-class research team from DeepMind, Tesla, Waymo, Meta, Apple, and Wayve, who have made significant contributions to language models (DeepMind Gemini), video models (DeepMind Veo), world models (Wayve GAIA), and autonomous systems (Tesla FSD).

Odyssey has raised significant venture capital from GV, Amazon, AMD, EQT, NVIDIA, Natural Capital, In-Q-Tel, Elad Gil, Jeff Dean, Guillermo Rauch, Garry Tan, Kyle Vogt, and researchers from OpenAI, DeepMind, MSL, Recursive, and Thinking Machines.

You're a Technical Recruiter who's built for quality and speed. You'll own full-cycle recruiting across a mix of technical and non-technical roles, including Engineering, Data Engineering and Product. This role suits someone who's comfortable jumping between hiring domains, managing ambiguity, moving quickly while also maintaining professionalism and a high talent bar.

• Manage full-cycle recruiting for a diverse mix of roles, spanning Engineering, Product, Data Engineering and other technical functions

• Partner directly with Hiring Managers to understand role requirements quickly and translate them into effective sourcing strategies

• Source and engage candidates through varied channels, adapting your approach by role and function

• Screen candidates efficiently, keeping the pipeline moving without sacrificing quality

• Manage a high volume of open reqs simultaneously, prioritizing based on business need

• Improve recruiting process and tooling as you go, rather than waiting for someone else to fix what's broken

• Proven experience recruiting across multiple areas of tech (e.g., engineering, data, infrastructure) as well as non-technical functions as needed

• A track record of moving fast and closing roles efficiently, even under ambiguity

• Scrappy, resourceful problem-solver who takes ownership rather than waiting for direction

• Quick learner who can get up to speed on new domains, teams, and hiring bars

• Strong communication skills and good judgment when working directly with hiring managers and candidates

• Comfortable building structure and process while simultaneously operating with start-up speed