Founding Talent Partner

Rebar is building the AI operating system for commercial HVAC, Electrical, and Plumbing.

Over the past year, our quoting platform has processed tens of thousands of projects across North America, and we’ve doubled our revenue in the first 6 weeks of this year. Our customers include many of the top firms in the industry. Some of these companies are running billion-dollar construction projects on workflows that still look like it’s 1985.

Construction is 10% of GDP and still massively underserved by software. We are changing that.

Rebar is redefining how the construction industry operates with innovative, AI-native products built for the trades. Backed by top investors and entering our next phase of growth, we’re looking for our Founding Talent Partner to help build the world-class team that gets us there.

We’re not just looking for a recruiter; we’re looking for a strategic talent partner who will revolutionize how we scale our talent function. You’ll own the complete hiring cycle, from strategic sourcing and outreach through pipeline development to candidate close. Attracting top talent is the single biggest lever in this next stage of growth. This is a highly visible role where you are the face shaping our future team’s experience through every critical touchpoint.

• →

  Drive High-Volume Hiring: Execute full-cycle recruitment across a high volume of open roles, balancing technical AI/software engineering positions with specialized construction and operations talent.

• →

  Aggressive Sourcing: Proactively hunt passive candidates through LinkedIn, GitHub, JuiceBox, niche tech communities, and construction networks to keep our pipelines constantly full.

• →

  Partner with Leadership: Move fast alongside our founders and department leads to scope out roles, set realistic timelines, and adjust strategies on the fly.

• →

  Own Candidate Experience: Deliver a transparent, fast-moving interview process that keeps candidates engaged and excited about our vision, even in a highly competitive market.

• →

  Optimize Startup Tech Stack: Manage candidate flow using our Applicant Tracking System (ATS), ensuring pristine data integrity while keeping the hiring loop moving daily.

• →

  Build the Employer Brand: Act as the first point of contact for the company, pitching our mission to disrupt a massive legacy industry using cutting-edge AI.

• →

  Own hiring end to end. You run intake with the hiring managers, source and screen candidates, manage the loop, and close offers. You are accountable for whether we hire the right people on time.

• →

  Run our agency partners. Set search priorities, coordinate day-to-day, and hold agencies accountable to quality and speed. You decide which searches we run ourselves and which go to agencies, based on cost, urgency, and how hard the role is to fill.

• →

  Build the pipeline before we need it. Outbound sourcing, referrals, and networks, so the next opening starts with warm candidates instead of a blank page.

• →

  Design a process that scales. Scorecards, structured interviews, and hiring manager training, so every loop is consistent, and every decision is grounded in evidence.

• →

  Measure it. Own our ATS and recruiting data. Report on pipeline health, agency performance, and time to hire, and use it to fix what is slowing us down.

• →

  Set the bar. Shape how Rebar shows up to candidates, from job descriptions to the final call, and partner with leadership on headcount planning and compensation benchmarking. As recruiting grows here, you are the natural person to lead it.

• 4+ years of proven experience in talent acquisition, ideally within a fast-scaling tech startup, a fast-paced agency, or a high-volume hiring environment.

• Dual-Track Sourcing: Ability to switch contexts effortlessly between technical roles (AI/ML engineers, full-stack developers), Product Managers, GTM, and construction or operations-focused positions.

• Sourcing Grit: Proven track record of finding creative ways to source top talent beyond standard job board postings, adopting new, innovative, AI-native, and unique sourcing techniques.

• Execution & Velocity: High comfort level with ambiguity, rapid changes in hiring priorities, and the fast-paced nature of a Series A environment.

• Communication: Exceptional storytelling skills with the ability to clearly explain a complex technical vision to candidates.