The posting
About Obin AI has made plenty of promises. Regulated financial institutions need systems they can deploy, govern, and defend to a regulator. Obin is the agentic workforce for regulated finance. We build AI agents trained on how a specific firm actually works — its operating logic, its edge cases, its regulatory framework — that run inside the client's own cloud and governance boundary. Every agent we build belongs to the client: their cloud, their model, their IP. Outputs are auditable, traceable, and reversible. We help leading institutions rethink critical workflows across insurance, private credit, private equity, and commercial lending.
The Role Obin is scaling its Engineering, Product, and other teams and needs an experienced technical recruiter to own full-cycle hiring for our most technical roles over a 6–12 month engagement. You'll partner directly with engineering and product leadership to build sourcing strategies, run tight candidate processes, and close strong AI/ML and technical talent — all while delivering the kind of candid, well-run candidate experience that reflects how Obin operates. This is a hands-on, individual-contributor recruiting role. You will not have a research or coordination team supporting you; you'll own sourcing, process, and close for every search on your desk. What You'll Own Partner with Engineering and Product leadership and hiring managers to understand role requirements and organizational fit, translating open-ended asks into target company/talent lists, compensation frameworks, and close plans. Manage full-cycle recruiting for multiple complex searches across Engineering, Product, and GTM roles, from initial outreach through signed offer. Build targeted sourcing strategies before opening a search — identifying relevant companies, teams, and individual engineers or researchers, and mapping the competitive talent landscape. Partner with the broader sourcing team on pipeline-building strategy where relevant. Run candidate processes with timely follow-up, clearly communicated next steps, and continuous feedback to candidates, hiring managers, and other stakeholders. Maintain accurate pipeline data and share data-driven updates with stakeholders; identify funnel issues early and bring evidence, not anecdotes, to calibration conversations. Drive the offer process end to end — extending offers, negotiating, closing candidates, and generating offer letters. Lead process-improvement efforts as needed, including interview loop design, interviewer training, and scorecards, to improve hiring quality and speed. Stay current on AI/ML hiring market trends and compensation benchmarks, and advise hiring managers accordingly. Build strong working relationships across the recruiting team and technical client groups. What We're Looking For Must have: 5+ years of full-cycle technical recruiting or sourcing experience at a high-growth technology company or startup, including direct experience hiring for AI/ML roles. A demonstrated track record hiring for deeply technical engineering and AI/ML positions, with enough fluency to hold credible, detailed conversations with hiring managers about the work. Understanding of core AI/ML concepts and terminology (e.g., NLP, neural networks, supervised/unsupervised learning) and familiarity with common frameworks and tooling (e.g., TensorFlow, PyTorch, Keras, Scikit-learn) and MLOps practices — enough to source and screen credibly, not to build models yourself. Experience using AI tools in your own recruiting workflow — sourcing, screening, calibration, and closing. Excellent written and verbal communication skills, with strong storytelling ability. Exceptional relationship management and negotiation skills, with the ability to influence stakeholders at multiple levels — without direct authority — in a fast-moving, matrixed environment. Strong operational rigor and attention to detail, with comfort navigating ambiguity. A genuine focus on candidate experience. Experience with applicant tracking systems (ATS) and other recruiting tools. Strongly preferred: 8+ years of total recruiting experience. Both agency and in-house recruiting experience. A proven ability to go deep into a niche technical market and consistently surface best-in-class talent. Innovative sourcing strategies beyond standard playbooks. Experience organizing and presenting recruiting data and insights to senior stakeholders and executives. Experience partnering with hiring managers to build diverse, inclusive teams.
