Talent Sourcer

Ambient.ai is the category creator and leader in Agentic Physical Security. Powered by Ambient Pulsar, the first reasoning Vision-Language Model purpose-built for physical security, our platform seamlessly integrates with existing security cameras and physical access control systems to unify monitoring, access control, threat assessment, response, and investigations through an always-on reasoning layer that augments security operators with superhuman capabilities. The results: 95% fewer false alarms, investigations 20x faster, and 10x faster response.

The momentum speaks for itself: we doubled new ARR in FY26, and have delivered results for world-class customers including Cisco, ServiceNow, SentinelOne, Bayer, and Adobe. That kind of momentum creates an environment where great people thrive, and it shows: we recently ranked #71 out of 500 on the Forbes best startup employers list.

Founded in 2017 and backed by Andreessen Horowitz and Allegion Ventures, Ambient.ai is on a fast-paced journey to fulfill our mission: prevent every security incident possible.

Ready to learn more? Connect with us on LinkedIn and YouTube

Ambient.ai is entering a period of significant growth, with plans to hire 100 people over the next year. As a Talent Sourcer, you’ll be the engine at the top of that funnel, partnering with our Talent team and hiring managers across Engineering, Product, and Design (EPD), Sales, Customer Success, and other teams to find and engage the extraordinary talent that powers Ambient.ai. In your first few months, your focus will be squarely on outreach: running highly targeted, high-volume sourcing campaigns that reach 250+ well-matched candidates every week and build deep pipelines across our open roles. You’ll often be the first conversation a candidate has with Ambient.ai, which makes you a culture ambassador, too. This role is built as a launchpad: as you master sourcing and our hiring plan scales, you’ll have the opportunity to take on screening, coordination, and pipeline management.

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  Partner with recruiters and hiring managers to understand priorities across our 100-hire plan, calibrate on target profiles, and build tailored sourcing strategies for each role

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  Run highly targeted outreach at scale, reaching 250+ well-matched passive candidates per week across engineering (infrastructure, backend, product), sales, marketing, and customer success through creative search and personalized, multi-touch campaigns

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  Use AI-powered sourcing platforms (e.g., Juicebox) and workflows to accelerate candidate research and personalize outreach at volume without sacrificing quality

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  Build and maintain healthy pipelines for every open role so recruiters and hiring managers have a steady flow of qualified, interested candidates as hiring ramps

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  Build domain knowledge across software engineering disciplines to assess technical talent and refine your understanding of sales and customer service roles to deliver well-calibrated shortlists to hiring teams

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  Track sourcing metrics (outreach volume, response rates, and conversion to interested candidates), test and iterate on messaging, and share market intelligence to sharpen strategy and guide hiring decisions

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  Keep meticulous records by running all outreach through Ashby, from sequences and InMails to replies, notes, and stage changes, so pipeline data stays accurate, attributable, and visible to the whole team