Senior Recruiter

About Mercor

Mercor is training models that predict how well someone will perform on a job better than a human can. Similar to how a human would review a resume, conduct an interview, and decide who to hire, we automate all of those processes with LLMs. Our technology is so effective it’s used by all of the top 5 AI labs.

We crossed a $500M revenue run rate and have averaged 59% month over month growth for the last 6 months, making us the fastest growing company in the world. The team is small and we remain extremely profitable because we can’t hire great people as fast as revenue is growing.

The Opportunity

As Mercor’s Senior Recruiter, you’ll own full-cycle hiring across operations and engineering roles, partnering directly with founders and leaders.

What You’ll Do

• Own full-cycle recruiting for priority roles (sourcing → close) across GTM, Ops, Product, and Engineering.

• Build top-of-funnel using creative outbound, talent intelligence, and our own product (structured screens, automated work samples, and calibrated rubrics).

• Design assessments that predict on-the-job performance; instrument signal quality and reduce noise.

• Coach hiring managers on structured interviewing, leveling, and decision hygiene.

• Champion speed and quality: SLAs for response times, same-day debriefs, and offer velocity.

• Operationalize the funnel: dashboards for pass-through rates, time-in-stage, source yield; weekly hiring reviews.

• Build brand: campaigns, referrals, and events that attract top operators and engineers.

• Close: comp modeling, equity education, competing-offer strategy, and candidate experience end-to-end.

What You’ve Done

• 5–8+ years full-cycle recruiting in high-growth startups or top-tier tech; you’ve hired for both technical and non-technical roles.

• Proven record building pipelines that convert—especially from cold outreach and nontraditional sources.

• Comfortable spinning up structured interviews, work-sample tests, and rubric-based debriefs.

• Analytical recruiter: you instrument your funnel and act on the data.

• Clear, persuasive communicator who can influence senior stakeholders and close top talent.

What Will Set You Apart

• Experience recruiting for AI/ML, data labeling/ops, infra, or enterprise GTM at seed→growth stages.

• You’ve used automation/LLMs in your recruiting workflow and can teach others.

• Network among operators, founders, and researchers at leading AI labs or startups.

How We Hire (and How You’ll Help Us Improve It)

1. Intro call → 2. Working session (sourcing + pitch) → 3. Stakeholder loop → 4. References & offer.
   We emphasize structured evaluation, realistic work samples, and speed. You’ll iterate this with us as we scale.

Success in 3, 6, and 12 Months

• 30 days: Own reqs; implement consistent scorecards; time-to-first-interview < 5 business days.

• 90 days: Hit 3–4 hires/month across functions; offer-accept rate ≥ 70%; measurable uplift in qualified top-of-funnel from outbound.

• 12 months: Repeatable hiring engine: calibrated rubrics per role family, referral program ≥ 25% of hires, and hiring manager NPS ≥ +50.

Compensation & Benefits

• Comp: Competitive salary and bonus earning potential + meaningful equity (aligned with a venture-backed, rapidly scaling AI company).

• Medical, dental, vision • 401(k) • generous PTO • Excellent office culture

• Based in our downtown SF HQ

Working at Mercor

We’re builders. We ship quickly, measure everything, and hold a high bar for talent density. Our customers include some of the most demanding AI teams; we match that intensity with focus and ownership. If you’re energized by velocity and impact—and want to use AI to make hiring radically better—you’ll thrive here.