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Open nowPosted 6 hours ago

Technical Recruiter

Bjak3,037 open roles

Where
Malaysia
Work mode
Hybrid
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Your applicationOpen nowTechnical RecruiterBjak · Malaysia

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on Bjak's own form.

The reply lands in your private mailbox

3×more interviews than doing it yourself with ChatGPT.

The clock on this job

Early applications get read.

8.5% of postings close within 7 days. Measured by our own scanner across the market. Bjak postings stay open a median of 12 days.

Share of postings closed within
  1. 1.8%1 day
  2. 4.0%3 days
  3. 8.5%7 days
  4. 15.4%14 days
  5. 34.1%30 days
This job: posted 6 hours ago

Bjak median: 12 days open

The posting

ABOUT ACTAI

There are over 5 billion users using basic applications today such email, notes, tasks, calendar and they're not AI-native. Our mission is to build proactive applications for anyone in the world, who are not used to complex prompting. We aim to bring intelligence to conversations, errands, organising and workflows, with minimal to no prompting.

Our product focuses on achieving high reliability for long-running workflows, persistent context, and real-world task completion. We believe products will greatly reduce hallucinations

Our objective is to organise anyone's life, allowing us all to spend time on valuable and meaningful things

ABOUT THE ROLE

As a Technical Recruiter, you will identify, assess and hire strong technical talent for ActAI across engineering and AI roles.

WHAT YOU WILL BE DOING

- Source and headhunt engineers across AI/ML, backend, frontend, mobile, infrastructure and other technical disciplines.

- Build targeted talent maps across relevant technology companies, AI startups, research organisations and technical communities.

- Review technical profiles beyond titles and company names, assessing the substance, complexity and relevance of candidates' work.

- Conduct recruiter screens to assess experience, motivation, communication, compensation and fit for the role.

- Manage candidates from first outreach through interviews, offer and closing.

- Partner with hiring managers to understand technical requirements and continuously improve candidate targeting.

- Maintain a high-quality recruiting pipeline and accurate candidate data, feedback and next steps in the ATS.

WHAT YOU WILL NEED

- 2+ years of recruiting experience, with meaningful exposure to software engineering or other technical hiring.

- Experience proactively sourcing candidates rather than relying primarily on inbound applications.

- Ability to understand technical profiles and distinguish strong, relevant experience from keywords and titles.

- Strong written and verbal communication with the ability to engage passive technical candidates.

- High attention to detail and ability to manage multiple searches and candidates simultaneously.

- Strong ownership and willingness to learn technical domains quickly.

- Comfortable working in a fast-moving environment with high hiring standards.

NICE TO HAVE

- Experience recruiting for AI/ML, backend, infrastructure, mobile or other highly technical roles.

- Experience recruiting internationally across the US, Europe or Asia.

- Experience with LinkedIn Recruiter, Ashby and other sourcing or recruiting tools.

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  2. 25 readers review it

    Recruiter, hiring manager, skeptic and more read every draft, round after round. You get the best round.

    The review screen in CV Rocket: how each CV was read, round by round.

  3. We apply on Bjak's form

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    An application in CV Rocket: every answer filled in on the employer's form.

  4. Every reply, sorted

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  5. Reply with AI

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  6. The interview in your calendar

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    An interview invitation in the CV Rocket inbox, added to the candidate's calendar.
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Why it works

3×

more interviews than doing it yourself with ChatGPT.

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  • How it was written, and how the review scored it
  • When we applied, and how long after the posting went up
  • Which posting, which company, which city
  • Who got the interview, and who heard nothing

That is how we know which CVs get called.

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