Talent Lead
Confirmed on the employer's own hiring board on Oct 13, 2026. First seen by Alion on Sep 19, 2026.
Join AIOS as a Talent Lead, where you'll supercharge our recruiting function and ensure key hires never block growth. This full-time, fully remote role involves owning searches end-to-end, building repeatable sourcing engines, improving hiring processes, and managing candidate experience. You should have 5+ years of recruiting experience, a high bar for exceptional hires, and the ability to run multiple searches simultaneously.
Missions
- Supercharge the talent function by defining and implementing a killer sourcing process, leveraging advanced tools to increase throughput and velocity.
- Own searches end to end from sourcing, outbound, screening, interview coordination, calibration, and closing, ensuring a high bar for candidate quality.
- Build repeatable sourcing engines for hard-to-fill roles, run LinkedIn X-ray searches, build target-company lists, and do the outbound headhunting yourself.
Profil recherché
- Range: You can move between very different searches without losing depth. You learn unfamiliar markets quickly enough to recruit credibly within them- Judgment: You can distinguish exceptional people from candidates who simply have the right companies, titles or polish on their CV. You develop conviction quickly and can clearly articulate why someone does or does not meet the bar
- Senior hiring: You have successfully recruited senior leaders and understand how sourcing, assessing and closing them differs from junior hiring
- Excellence: You have 5+ years experience personally recruiting (sourcing, screening, managing, and closing) great candidates across difficult searches. You can point to hires that materially raised the talent bar of the teams they joined
- High bar: You care more about making an exceptional hire than filling a seat, and you are comfortable challenging hiring managers when you do not believe a candidate meets org standards
- Multi-workstream: You can run several searches simultaneously while keeping sourcing quality, candidate communication, follow-ups and pipeline hygiene exceptionally tight
- Urgency: You push searches forward without waiting to be managed, surface problems early, and change approach quickly when a pipeline is not working
- Hunter: You can turn a vague candidate profile into target companies, search strings and a high-quality outbound pipeline. You do not depend on inbound applicants or agencies to fill roles
- Regulated industries: You’ve recruited in healthcare, financial services, or another highly regulated industry where candidate requirements and operating constraints are more complex
- Startups/Scale-ups: You’ve recruited in a fast-moving startup or scale-up where priorities shift quickly, roles evolve mid-search, and there isn’t always an existing playbook
- Technical recruiting: You’ve successfully recruited for Engineering, AI, Data, Product or other technical roles and can credibly assess candidate quality beyond surface-level credentials
- AI-native: You actively use AI and automation to improve sourcing, research, outreach, screening, and recruiting operations
- Network: You have an existing network of exceptional operators, builders and leaders you’d be excited to bring into AIOS
- Systems builder: You’ve helped build or materially improve recruiting processes, tooling, scorecards, sourcing systems, or interview loops rather than simply operating an existing process