Founding Talent Architect

At Composio, we are building infrastructure that allows agents to communicate with the tools you use for work including Github, Gmail, Notion, Salesforce, etc. We are a small team of engineers wrangling problems from context to search, that help us provide the most capable bridge between your agents and your tools.

We raised a $25M Series A from Lightspeed (https://lsvp.com/stories/investing-in-composio-building-the-backbone-of-ai-agent-intelligence/) with some incredible angels like Guillermo Rauch (CEO of Vercel), Dharmesh Shah (CTO of Hubspot), Gokul Rajaram. Beginning of this year we 3x our ARR, our customers range from your friends in the YC batch to Wabi, Glean, Zoom and many more.

Hiring is the most important thing we do. Right now every loop runs through founder time, every screen runs through hiring managers, and every pipeline gets built from scratch each time we open a role. We need someone who owns the top of the funnel end to end, builds the muscle for technical screening in house, and ships hires.

- own sourcing across every open role. find people on github, x, hackathon leaderboards, paper authors, and the open source communities our customers live in.

- run technical screens yourself. read code, ask the right follow ups, separate signal from noise. you are the first technical filter. Manage candidate experience end to to end and schedule in all interviews with appropriate people.

- build the recruiting playbook we don't have. structured outreach, screening rubrics, calibration sessions, scorecards. write it down so it scales past you.

- own pipeline metrics and tell us where it's broken. funnel conversion, source quality, time to offer, offer accept rate. you bring the numbers to weekly hiring reviews.

- partner with engineering and gtm leads on intake. translate vague requests into a target profile, a sourcing plan, and a screen we trust.

- dogfood Composio. automate outreach, track candidates, and run reporting using our product. (the product is very good, this is easier than you think.)

if you are very good, nothing is a must per-se

- core technical recruiting

- you can read code well enough to evaluate a take home or a github profile without an engineer in the room

- you have built a recruiting process from scratch, not inherited one

- ai native

- you use llms in your daily workflow and have opinions about what they do well

- comfortable spinning up small scripts or agents to automate repetitive parts of the job

- typist, you can write docs well and explain complex ideas clearly

- human, you build trust and admit what you don't know

- prior founding recruiter or agency experience at a developer tools or infra company

- experience hiring across both engineering and gtm

- presence in the developer community (events, discord, x, open source)