The Opportunity
We’re hiring a Technical Recruiter to build something — not join it. This is a founding-caliber role on a lean People team intentionally constructing recruiting with AI embedded into every workflow from day one.
You will own full-cycle recruiting for our most technically demanding stakeholders across product and platform. And you’ll help define what great technical recruiting looks like at Opendoor while you do it.
Why this role is different
Direct access to leadership. Real ownership over process design. Latitude to experiment. The best recruiting happens when recruiters are embedded in the technical domain they hire for — we want someone who earns that depth.
What You’ll Own
Full-Cycle Technical Recruiting
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Run end-to-end searches for technical roles intake to close
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Build multi-channel sourcing strategies: targeted outbound, GitHub deep dives, community engagement, referral activation, and any combination of creative sources for the best talent
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Hold substantive screening conversations covering system design, ML fundamentals, and engineering trade-offs
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Partner with hiring managers to define roles and maintain a sharp talent bar throughout
Stakeholder Partnership
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Become the trusted talent partner for our most technical and demanding hiring managers
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Push back on role scope, speed, bar, or market reality — with data
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Translate complex technical requirements into compelling candidate narratives and sourcing strategies
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Own pipeline communication proactively; never let a hiring manager wonder what’s happening
AI-Embedded Recruiting
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Use AI to accelerate sourcing, screening, outreach, and pipeline analytics — this is the operating model, not a feature
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Build and document workflows that can be scaled, templatized, and handed off
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Identify where automation creates leverage and advocate for it
Function Building
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Design recruiting processes, hiring manager playbooks, and interview frameworks from scratch
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Contribute to ATS hygiene, job description templates, outreach sequences, and reporting
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Connect recruiting seamlessly to onboarding, leveling, and compensation frameworks
What You’ll Bring
Must-Haves
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7+ years of full-cycle technical recruiting at a high-growth tech company where you owned the process top to bottom
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Proven track record recruiting for Software Engineering and ML/AI or similar technical roles — you know the leveling distinctions and can articulate the bar at each level
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Experience in a lean or startup environment where you built process from scratch and moved fast without sacrificing quality
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AI-assisted recruiting fluency — you’re already using it, not planning to learn it
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You can run a business review, handle a hard stakeholder conversation, and write a crisp JD in the same day
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You track your own pipeline metrics, diagnose drop-off, and come to reviews with insights — not status updates
Strong Differentiators
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Experience recruiting specifically for Engineers, MLOps, or AI platform roles
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Prior experience building or auditing a recruiting function: ATS setup, process documentation, interview training
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Familiarity with technical assessment design — take-homes, coding challenges, system design rubrics
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Background in fintech, marketplace, or consumer tech
