In-House Technical Recruiter

Youll own how Firecrawl hires. Thirty-plus open roles across engineering research go-to-market and G&A and one person running the funnel end to end: sourcing screening running the process and getting great people to yes. Today that person is our Chief of Staff. Starting now its you.

Youll report to the Chief of Staff and work closely with the Deputy Chief of Staff who runs the operating layer around hiring (tooling onboarding kickoff the weekly hiring digest). Youll work directly with hiring managers across the company and youll be based with us in San Francisco.

Salary Range: $210000$246000 USD/year

Equity Range: Competitive equity. Details shared during the process.

Location: Location: San Francisco CA (SF HQ). Hybrid onsite 3 days a week.

Job Type: Full-Time

Experience: 5 years of full-cycle recruiting with real technical hires closed at a startup

Work Authorization: Must be authorized to work in the United States. Were not able to sponsor US visas right now though that may change down the line.

Firecrawl is the easiest way to turn the web into data AI agents can use. One API call converts any URL into clean LLM-ready markdown or structured data. Its the boring-hard problem everyone building with LLMs eventually hits solved.

In September 2026 we raised a $75M Series B led by Smash Capital and were spending it building the largest repository of knowledge in the world. We hit 8 figures in ARR in year one and more than doubled it in year two. We have 187k GitHub stars putting us in the top 40 repositories of all time and developers agents and category-defining AI companies build on us every day. Growth like this is rare and were just getting started.

Were a small team punching far above our weight. Everyone here owns a real piece of the product and company end to end and runs it themselves. No hiding behind process or headcount.

This is a place for people who want to work at the frontier: an AI company building the infrastructure other AI companies run on not one bolting AI onto an existing product. We move fast go deep and are building the tools superintelligence will rely on to gather data from the web. That library is called Alexandria and it starts now.

• Run full-cycle recruiting on every open role outside the exec team: sourcing screening intro chats scheduling references offer packets and closing

• Source cold. Build pipelines for hard technical roles (infrastructure ML developer tools) without waiting for inbound or an agency to do it for you

• Own Ashby as a system: pipelines stages AI screening criteria per role and reporting the team actually reads

• Run weekly syncs with hiring managers calibrate the bar for each role and write the candidate notes that let them decide fast

• Manage our agency and sourcing tool relationships judge submission quality and cut what isnt working

• Draft job descriptions on our template and keep every posting current

• Track time to hire pass rates by stage and source quality and use the numbers to fix the funnel

• Hand every hire cleanly to onboarding

• Youve personally carried 15 to 25 open roles at a startup and closed technical hires: backend infrastructure ML or developer tools. You can talk to an engineer about what they build

• You source cold and it works. You can show the pipelines you built from nothing

• You run a fast process without dropping candidates. Quick responses clean scheduling honest declines

• You have opinions about the bar and youll say so to a hiring manager. Youd rather send three great people than twelve fine ones

• Youre fluent in Ashby (or a comparable ATS) and use AI tools every day from sourcing to screening to writing

• You close. You understand comp bands and equity well enough to walk a candidate through an offer and you know when to bring in the hiring manager or a founder

Backgrounds that often do well: in-house recruiters who were the first or only recruiter at a startup agency recruiters whove placed infrastructure or ML engineers and want to go in-house technical sourcers whove grown into full-cycle work.

• Recruiters who wait for inbound and call it a pipeline

• Coordinators who need a sourcer a scheduler and a recruiting ops team to run a req

• Anyone who measures success by candidates submitted instead of hires who stay

We operate at an absurd level of urgency because the window for what were building wont stay open forever. If that excites you keep reading. If it doesnt no hard feelings but this role probably isnt for you.

• Salary that makes sense: $210000$246000 USD/year based on impact not tenure

• Own a piece: Gain competitive equity in what youre helping build

• Generous PTO: 15 days mandatory anything after 24 days just ask (holidays excluded). Take the time you need to recharge

• Parental leave: 12 weeks fully paid for all parents

• Wellness stipend: $100 USD/month for the gym therapy massages or whatever keeps you human

• Learning & Development: Expense up to $1000 USD/year toward anything that helps you grow professionally

• Team offsites: A change of scenery minus the trust falls

• Sabbatical: 3 paid months off after 4 years do something fun and new

• Full coverage no red tape: Medical dental and vision (100% for employees 50% for partner and kids). No weird loopholes just care that works

• Life & Disability insurance: Employer-paid basic life and AD&D short-term disability and long-term disability. Coverage for lifes curveballs

• Virtual care and a health guide: Teladoc for the couch doctor visit plus Rightway to answer coverage questions and fight billing errors for you

• Mental health: Talkspace therapy and psychiatry on your schedule

• Fertility and family building: Carrot covering you and your partner

• EAP: Free confidential counseling legal and financial consults and online will prep through Guardian

• 401(k) plan: Retirement might be a ways off but future-you will thank you

• Pre-tax benefits: HSA FSA and commuter benefits to help your wallet out a bit

• Supplemental options: Extra life and AD&D accident critical illness hospital indemnity plus pet legal and identity protection through MetLife

• SF HQ perks: Snacks drinks team lunches intense ping pong and peak startup energy

• E-Bike transportation: A loaner electric bike to get you around the city on us

Application Review: Tell us about the hardest technical role youve closed: what the bar was how you sourced it and how long it took. Include your rough numbers from your last seat (roles carried hires closed time to hire). We care about the work not where you went to school.

Intro Chat (25 min): A quick conversation to get to know each other before we go deep. Well talk about what youve been hiring for what drew you to Firecrawl and what youre looking for in your next role. Time for your questions too.

Funnel Chat (45 min): Well take one of our real open roles and walk through how youd run it: where youd source how youd screen what youd tell the hiring manager in week one and how youd know its working. Come ready to think out loud. We care how you build a funnel not whether you know our stack yet.

Founder Chat (25 min): Culture pace ownership and how you like to work. Time for your questions too.

Paid Work Trial (40 Hours): Run a real search with us: source screen and present a slate on one of our open roles paid at a contractor rate. Its the truest signal for both sides. You see what hiring at Firecrawl actually feels like and we see how you work. Much of it can happen from wherever you are and well flex around your current commitments.

Decision: We move fast after the trial.

If you want to build the hiring machine for a company thats going to be a lot bigger a year from now you should join us.

Apply now.