Recruiting Manager, Product & Engineering

BUILD A SAFER WORLD.

The company provides AI-powered intelligence solutions that help public and private sector agencies investigate and disrupt crime. The company's platforms enable investigators to trace illicit activity, build cases, and construct operating pictures of threat networks. Leading agencies and businesses worldwide rely on the company to make the world safer and more secure.

Our ability to identify, hire, and retain exceptional talent is foundational to our mission. The Talent team at the company is made up of experienced recruiting professionals who have helped build world-class Engineering, Data Science, GTM, and People teams at some of Silicon Valley's most ambitious technology companies.

As Recruiting Manager, Product & Engineering, you will lead the recruiting team responsible for hiring the talent that builds, shapes, and brings to market the critical features and products our customers rely on every day. Your team will drive high-volume hiring across full-stack, backend, and frontend engineering, alongside hiring across the broader Product organization, including Product Management, Product Marketing, and other product disciplines.

Reporting directly to the VP of Talent, you'll serve as a strategic recruiting partner to the company's Product and Engineering executives, translating ambitious product roadmaps and business priorities into hiring strategies, developing a high-performing recruiting team, and delivering exceptional talent at scale.

This is a hands-on leadership role for someone who has successfully led Product and Engineering recruiting in high-growth technology environments. We're looking for a leader who combines deep recruiting expertise, exceptional operational discipline, strong executive stakeholder management, and a passion for developing others.

The impact you’ll have here

• Lead and develop a high-performing recruiting team. Manage, coach, and scale a team of recruiters responsible for Product and Engineering hiring, raising the bar on sourcing strategy, candidate assessment, candidate experience, and closing.

• Own Product and Engineering hiring outcomes. Drive high-volume recruiting across full-stack, backend, and frontend engineering, alongside strategic Product Management searches. Consistently deliver against ambitious hiring goals while maintaining an exceptional bar for talent.

• Serve as a strategic talent partner to Product and Engineering executives. Build trusted relationships with senior leadership, translate business priorities into hiring strategies, influence decisions, challenge assumptions, navigate competing priorities, and drive alignment and accountability on hiring outcomes.

• Forecast and scale recruiting capacity. Anticipate Product and Engineering hiring demand, translate headcount plans into recruiter capacity models, and develop sourcing and execution strategies that enable the company to scale ahead of need.

• Drive operational excellence. Leverage funnel metrics, dashboards, and market insights to identify bottlenecks, improve conversion rates, accelerate hiring velocity, and increase recruiter productivity and forecasting accuracy.

• Experiment and innovate. Leverage AI, automation, and emerging recruiting technologies to rethink traditional workflows, improve sourcing effectiveness, and build scalable recruiting systems.

• Build a culture of accountability and continuous improvement. Establish clear performance expectations, deliver actionable coaching, and create an environment where recruiters take ownership of outcomes, challenge assumptions, and continuously sharpen their craft.

WHAT WE’RE LOOKING FOR

• 10+ years of recruiting experience, with deep expertise hiring Product and Engineering talent, including Product Managers and full-stack, backend, and frontend software engineers.

• 4+ years of people management experience, including demonstrated success leading Product and Engineering recruiting teams in high-growth technology companies.

• Proven success delivering high-volume engineering hiring, with demonstrated ability to scale recruiting output while maintaining exceptional quality, efficiency, and candidate experience.

• Exceptional executive stakeholder management skills, with a track record of building credibility and trusted partnerships with senior Product and Engineering executives, influencing hiring strategy, navigating difficult conversations, challenging assumptions, and driving accountability across leadership teams.

• Demonstrated ability to coach, develop, and elevate recruiter performance through clear expectations, consistent feedback, hands-on problem-solving, and performance management.

• Deep understanding of Product and Engineering talent markets, technical sourcing strategies, candidate assessment, and the nuances of recruiting across Product Management and software engineering disciplines.

• Strong operational and analytical capabilities, including experience with recruiter capacity planning, funnel metrics, dashboards, and data-driven performance management.

• A builder's mindset with demonstrated success improving recruiting processes, experimenting with new approaches, and leveraging AI and automation to increase effectiveness.

• Exceptional communication, prioritization, and problem-solving skills, with the ability to navigate ambiguity and drive alignment across distributed teams.

About the Team

• Our Talent team is fully remote, embracing async collaboration via Slack, documentation, and proactive updates.

• We meet weekly for hiring syncs, sourcing jams, and team huddles to support shared momentum and alignment.

• The team is known for rigor, humility, and craft obsession—we continuously refine systems and raise our own bar.

Most team members operate with a 4+ hour overlap with PST; we value flexibility and autonomy with accountability.

Learn about the company Speed in this position

• Within 72 hours of receiving a new headcount request, the Recruiting Manager ensures an intake meeting is scheduled and reviews sample profiles with recruiters.

• Within 48 hours of initial candidate feedback, partners with recruiters to synthesize insights and evolve search strategy; expects A/B tested outreach to be in-market within 24 hours.

• Within the first week of launching a new search, team has surfaced and messaged 100+ targeted candidates and flagged key conversion levers by channel or source.

The following represents the expected range of compensation for this role:

• The estimated base salary range for this role is $200,000-$220,000.

• Additionally, this role may be eligible to participate in the company’s equity plan.

• Please note – we factor in the different costs for geographies outside the United States.

APPLICATION INSTRUCTIONS

If you’re interested in joining the company, we encourage you to apply directly. Every application is reviewed by our Talent team.

Before applying, review the job description carefully and highlight the experience and impact that best demonstrate the required qualifications. Please also provide thoughtful and accurate answers to the application questions, as these will be used to evaluate your skills and qualifications for the role.

If you send your resume directly to someone at the company, we can’t guarantee it will reach the appropriate hiring team. Applying directly is the best way to ensure your application will be considered.

INTERVIEWING WITH the company

Our process is designed to understand how you think, solve problems, and deliver impact, while allowing you to evaluate the company. Most interview processes include a case study, an AI skills assessment, and a Leadership Principles interview.

• Recruiter Intro: Qualifications, motivations, and alignment with the role.

• Hiring Manager: Deep dive into your relevant experience, skills, and impact.

• First Round: 1–2 interviews focused on the skills most critical to the role.

• Final Round: Hands-on case study. This is usually a panel-style session where we go deeper into your craft, problem-solving, and alignment with the company.

• References: Former colleagues who can provide insight into your work and impact.

• Offer: Congrats! Your recruiter will present the offer and compensation details.

• Welcome to the company: We're excited to build a safer world with you!

Your recruiter will share your specific interview plan and preparation guidance along the way.

AI FLUENCY AT the company

AI fluency is a baseline expectation at the company.

We believe AI meaningfully changes how top performers operate. We expect every team member to use AI to accelerate and reimagine their craft, not just automate surface tasks.

At the company, AI fluency means you are among the top 10 percent of operators in your function in how you apply AI to:

• Accelerate repeatable workflows

• Structure and solve problems

• Improve output quality

• Increase speed and leverage

You will be evaluated on applied AI fluency during the interview process.

LIFE AT the company

We are building a safer world. That promise shows up in how we work every day.

The company moves FAST. We are a high-velocity, high-ownership team that expects clarity, follow-through, and impact. People who thrive here are energized by hard problems, experimentation, and continuous feedback. If something takes months elsewhere, it will ship here in days.

Our work sits at the intersection of AI, national security, and fighting crime. The problems are complex, the stakes are real, and the environment evolves quickly. The pace and intensity of the work reflect the importance of the mission. As a result, the way we operate requires a high level of ownership, adaptability, collaboration, and creative problem-solving.

At the company, you should expect

• Priorities and targets to change quickly

• Operating with a high degree of ambiguity

• A high level of personal ownership and accountability

• Close collaboration across teams and functions

• Frequent, high-touch communication

• Creative problem-solving and out-of-the-box thinking

• A pace that rewards urgency, adaptability, and outcomes

This environment is energizing for people who enjoy building, solving hard problems, and making progress in situations that are not always fully defined. It also requires thriving in ambiguity, adjusting course as new information emerges, and maintaining focus and positivity in a fast-moving and intense environment.

We also recognize that this style of operating is not for everyone. If you are primarily optimizing for predictability or a consistently balanced workload, we encourage you to use the interview process to pressure-test whether this environment is truly the right fit. We want teammates who thrive here, not just survive here.

If you are excited by meaningful problems, motivated by ambitious goals, and energized by working alongside mission-driven colleagues, there is a good chance you will find the company to be an exceptional place to grow and contribute.

LEADERSHIP PRINCIPLES

We hire and grow against three leadership principles. They’re the standards for how we operate, treat each other, and make decisions.

• Impact-Oriented Trailblazer: We put customers first and move with speed, focus, and adaptability. We treat every plan like an experiment – test, ship, measure, and iterate quickly.

• Master Craftsperson: We care deeply about our craft. We balance speed with high standards, own outcomes end‑to‑end, and invest in getting better everyday.

• Inspiring Colleague: We add clarity and energy, not noise. We bring humility, candor, and a one‑team mindset — giving and receiving feedback to make the team stronger.

JOIN OUR MISSION

At the company, we care deeply about our craft. We are looking for individuals who want their work to matter, who experiment with speed and rigor, and who take pride in building a safer world for billions of people. If you’re excited by the company’s mission but don’t check every box, we encourage you to apply — we hire for slope, judgment, and the will to learn fast.

The company is a Series C company with $220M in total funding, backed by Goldman Sachs, Bessemer, Y Combinator, Thoma Bravo, and others. Headquartered in San Francisco, the company operates as a distributed-first company with hubs in Los Angeles, San Francisco, New York, Washington D.C., London, and Singapore.

PRIVACY POLICY AND ADDITIONAL INFORMATION

By submitting your application, you agree to allow the company to process your personal information in accordance with our Privacy Policy [link for members]

We collect the information you provide (such as your resume, work history, and contact details) solely for the purpose of evaluating your candidacy for current and future roles at the company.

Because our hiring cycles for certain positions may span 24 to 36 months, we retain your personal information for up to 36 months from the date of your application. After that period, your data is deleted unless a different retention period is required or permitted by law.

If you are located in the European Economic Area, the United Kingdom, or another jurisdiction with applicable data protection laws, you have the right to access, correct, or request deletion of your personal data at any time before that period ends. To exercise any of these rights, contact us at [link for members]

To notify the company that you believe this job posting is non-compliant, please submit a report through this form [link for members] No response will be provided to inquiries unrelated to job posting compliance.

The use of AI tools of any kind (including but not limited to notetakers, interview assistants, and real-time coaching tools such as Otter.ai, Fireflies, Fathom, Cluey, or similar) during the company interviews is not permitted without prior approval from the company. The company uses its own internal tools for note-taking to ensure a consistent and confidential experience for all candidates.

We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this form [link for members]

RECRUITMENT AGENCIES

The company does not accept unsolicited agency resumes. Please do not forward resumes to the company employees. The company is not responsible for any fees related to unsolicited resumes and will not pay fees to any third-party agency or company without a signed agreement.