Technical Recruiter

About Fragment Fragment is the AI platform that autonomously streamlines procurement workflows end to end. Within a few months of launch, we signed Fortune 500 companies. Within a year of founding, our customers, all $1B+ revenue enterprises, continue to grow in number and are actively championing us to their networks, and our marketing and CAC to get here has been $0. This traction is why hiring is now the constraint on everything else. We work from our San Francisco office five days a week. Being in the room together is how we move blazingly fast at "Fragment Pace". You'll work with a team of passionate builders, sharp operators, and most importantly kind, thoughtful humans who are here to reimagine the systems underlying the movement of physical goods and build a generational company. The role You'll own technical hiring at Fragment. This is a strategic operator role, where you'll bring sharp opinions on how to design our systems and processes in order to attract the best engineers in the world, while executing sourcing and recruiting processes flawlessly. While opinionated, you're low ego and execute based on what's best for the team. You'll be among the first few talent hires at Fragment, partnering directly with our leadership and the founders. In a given week you might be building a pipeline for a staff-level infra engineer, closing an ML researcher against a frontier-lab offer, and rewriting our technical interview loop so it predicts better. You'll have real latitude to shape how we hire. What we're looking for 6+ years of full-cycle technical recruiting experience at a high growth company, with most of that time spent on engineering, infra, ML, or research roles You've seen recruiting done well at a company with a high engineering bar and value tight operational execution Targeted sourcing on niche, challenging searches: you can show us engineering pipelines you built from scratch, not just reqs you managed; and you have been doing the top of funnel work yourself Technically credible. You can hold a conversation with just about any level of candidate about any technical topic. When a search is ambiguous, you do the work to understand the role precisely, and your candidate shortlists are always highly calibrated Outbound selling. You're able to convince passive engineers to take a call, and you have lived experience winning competitive offers against big tech, well-funded startups, and AI labs Strong judgment on candidates: you hold a high bar and can defend a no as clearly as a yes You write well and move fast; candidates hear from you the same day, not the next week Organized and proactive. You're able to juggle many searches at once and share updates proactively to keep everything on track You're a big picture thinker who can dive into the details with ease, passionate about recruiting craft and candidate experience, and want to build the best internal systems to support hiring at scale You hold yourself to an exceptionally high standard and cannot work any other way; this is just how you're wired Bonus points Technical employer brand work: engineering blog, open source, conference and meetup presence, referral programs that actually produced hires You care about keeping ATS data clean and building systems to manage this at scale You keep a close eye on your recruiting metrics and may have come up with your own metrics that typically aren't tracked by recruiting teams You love building and may have vibe coded some recruiting tools in your free time (please share!) Compensation Range: $250K - $350K

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