In-House Technical Recruiter

In-House Technical Recruiter

You’ll own how Firecrawl hires. Thirty-plus open roles across engineering, research, go-to-market, and G&A, run through a mix of AI recruiting partners, agencies, sourcing tools, and our own outreach. Your job is to run all of it as one system: brief every partner, hold the bar, keep candidates moving, and make sure the right people get to yes. Today the Chief of Staff does this. Starting now, it’s you.

You’ll report to the Chief of Staff and work closely with the Deputy Chief of Staff, who runs the operating layer around hiring (tooling, onboarding kickoff, the weekly hiring digest). You’ll work directly with hiring managers across the company, and you’ll be based with us in San Francisco or Toronto.

Equity Range:

Competitive equity. Details shared during the process.

Location:

Location:

San Francisco, CA (SF HQ) or Toronto, ON (Toronto Hub). Hybrid, in office 3+ days a week.

Job Type:

Full-Time

Experience:

3+ years of full-cycle recruiting, with technical hires closed at a startup

Work Authorization:

Open to candidates already authorized to work in the US or Canada. In the US, we also support H-1B transfers, F-1 OPT and STEM OPT, TN (Canada and Mexico), and E-3 (Australia), but we’re not able to sponsor new H-1B visas for candidates outside the US. For Canada, we’ll consider sponsorship on a case-by-case basis through our Toronto Hub.

About Firecrawl

Firecrawl is the easiest way to turn the web into data AI agents can use. One API call converts any URL into clean, LLM-ready markdown or structured data. It’s the boring-hard problem everyone building with LLMs eventually hits, solved.

In September 2026, we raised a $75M Series B led by Smash Capital, and we’re spending it building the largest repository of knowledge in the world. We hit 8 figures in ARR in year one and more than doubled it in year two. We have 192k+ GitHub stars, putting us in the top 40 repositories of all time, and developers, agents, and category-defining AI companies build on us every day. Growth like this is rare, and we’re just getting started.

We’re a small team punching far above our weight, working out of SF HQ and our new Toronto Hub. Everyone here owns a real piece of the product and company, end to end, and runs it themselves. No hiding behind process or headcount.

This is a place for people who want to work at the frontier: an AI company building the infrastructure other AI companies run on, not one bolting AI onto an existing product. We move fast, go deep, and are building the tools superintelligence will rely on to gather data from the web. That library is called Alexandria, and it starts now.

Our Values

Bias to action:

We move fast, ship hard, and don’t wait to be told.

Optimistic about AI:

We’re excited about a future with abundant intelligence and keep pushing to use AI in new ways.

All in:

The next few years matter a lot, and we’re all in for them.

Human connection:

As intelligence gets cheaper, relationships with customers, partners, and each other matter more.

What You'll Do

• Own every recruiting channel: Run our AI recruiting partners, agencies, sourcing tools, referrals, and inbound as one funnel, so no role depends on a single source.
• Brief and calibrate partners: Translate each hiring manager’s bar into a clear target profile, give partners fast, specific feedback on every submission, and recalibrate when the shape is off.
• Judge submission quality: Read every profile against the real bar, not a scorecard. Know which partners are sending great people and which are sending volume, and act on it.
• Fill the gaps yourself: When a channel isn’t producing for a hard role, source directly and build the pipeline.
• Run the process: Screening, intro chats, scheduling, references, offer packets, and closing, with quick responses and honest declines.
• Own Ashby as a system: Pipelines, stages, AI screening criteria per role, and reporting the team actually reads.
• Keep hiring managers moving: Run weekly syncs, write candidate notes that let them decide fast, and flag stalled loops before they cost us a candidate.
• Track what works: Time to hire, pass rates by stage, and source quality by partner. Use the numbers to fix the funnel and cut what isn’t working.
• Keep postings current: Draft job descriptions on our template and hand every hire cleanly to onboarding.

What We're Looking For

• Technical recruiting experience: You’ve closed technical hires at a startup (backend, infrastructure, ML, or developer tools) and can talk to an engineer about what they build.
• Partner management: You’ve worked with agencies or sourcing partners and made them better. You can give feedback that changes what they send.
• A real bar: You have opinions about who’s great and you’ll say so to a hiring manager. You’d rather send three great people than twelve fine ones.
• Operational rigor: You run many roles at once without dropping candidates or partners.
• AI-native: You’re fluent in Ashby (or a comparable ATS) and use AI tools every day, from sourcing to screening to writing.
• You close: You understand comp bands and equity well enough to walk a candidate through an offer, and you know when to bring in the hiring manager or a founder.
• Backgrounds that often do well: in-house recruiters at fast-growing startups who’ve managed agencies alongside their own reqs, agency recruiters who’ve placed infrastructure or ML engineers and want to go in-house, technical sourcers who’ve grown into full-cycle work.

What We're NOT Looking For

• Pass-throughs: Recruiters who forward whatever a partner sends without judging it.
• Process-dependent: People who need a sourcer, a scheduler, and a recruiting ops team to run a req.
• Volume metrics: Anyone who measures success by candidates submitted instead of hires who stay.
• A Note On Pace
• We operate at an absurd level of urgency because the window for what we're building won't stay open forever. If that excites you, keep reading. If it doesn't, no hard feelings, but this role probably isn't for you.

Own a piece:

Gain competitive equity in what you're helping build

Generous PTO:

15 days mandatory, anything after 24 days, just ask (holidays excluded). Take the time you need to recharge

Parental leave:

12 weeks fully paid, for all parents

Wellness stipend:

$100 USD/month for the gym, therapy, massages, or whatever keeps you human

Learning & Development:

Expense up to $1,000 USD/year toward anything that helps you grow professionally

Team offsites:

A change of scenery, minus the trust falls

Sabbatical:

3 paid months off after 4 years, do something fun and new

Available to US-based full-time employees

Full coverage, no red tape:

Medical, dental, and vision (100% for employees, 50% for partner and kids). No weird loopholes, just care that works

Life & Disability insurance:

Employer-paid basic life and AD&D, short-term disability, and long-term disability. Coverage for life's curveballs

Virtual care and a health guide:

Teladoc for the couch doctor visit, plus Rightway to answer coverage questions and fight billing errors for you

Mental health:

Talkspace, therapy and psychiatry on your schedule

Fertility and family building:

Carrot, covering you and your partner

EAP:

Free confidential counseling, legal and financial consults, and online will prep through Guardian

401(k) plan:

Retirement might be a ways off, but future-you will thank you

Pre-tax benefits:

HSA, FSA, and commuter benefits to help your wallet out a bit

Supplemental options:

Extra life and AD&D, accident, critical illness, hospital indemnity, plus pet, legal, and identity protection through MetLife

Available to Canada-based full-time employees

Full coverage:

Manulife extended health, dental, and vision, 100% employer-paid for you, your partner, and kids.

Life & Disability insurance:

Employer-paid life, AD&D, short-term disability, and long-term disability.

Virtual care:

Dialogue Premium for virtual health visits, on us.

Mental health:

Talkspace, therapy and psychiatry on your schedule.

Fertility and family building:

Carrot, covering you and your partner.

Group RRSP:

Wealthsimple group RRSP to help future-you out.

Available to SF-based employees

SF HQ perks:

Snacks, drinks, team lunches, intense ping pong, and peak startup energy

E-Bike transportation:

A loaner electric bike to get you around the city, on us

Available to Toronto-based employees

Toronto Hub perks:

Snacks, drinks, team meals, views down University Ave, and steps from Union Station.

Covered transit:

A monthly PRESTO pass for GO, subway, and streetcar.

Interview Process

Application Review:

Tell us about the hardest technical role you’ve closed: what the bar was, where the hire came from, and how you managed the channels that fed it. Include rough numbers from your last seat (roles carried, hires closed, time to hire). We care about the work, not where you went to school.

Intro Chat (~25 min):

A quick conversation to get to know each other before we go deep. We’ll talk about what you’ve been hiring for, what drew you to Firecrawl, and what you’re looking for next. Time for your questions too.

Funnel Chat (~45 min):

We’ll take one of our real open roles and walk through how you’d run it: how you’d brief our partners, how you’d judge what comes back, where you’d source directly, and how you’d know it’s working. Come ready to think out loud.

Founder Chat (~25 min):

Culture, pace, ownership, and how you like to work. Time for your questions too.

Paid Work Trial (~40 Hours):

Run a real search with us: brief our partners, review and give feedback on submissions, fill gaps with your own sourcing, and present a slate on one of our open roles, paid at a contractor rate. Much of it can happen from wherever you are, and we’ll flex around your current commitments.

Decision:

We move fast after the trial.

If you want to build the hiring machine for a company that’s going to be a lot bigger a year from now, you should join us.

👉 Apply now.