Technical Recruiter

Aleph is an AI-native platform for Financial Planning & Analysis (FP&A). We operate in an established software category with a multi-billion market but no clear winner. Our growth has come from product velocity and customer outcomes, not marketing spend, and the results speak for themselves.

Aleph was founded by Albert Gozzi and Santiago Perez De Rosso, two technical founders with backgrounds from Stanford and MIT and experience working at top-tier companies such as Google, Microsoft, and Bain & Company. We’re backed by top VCs (Bain Capital Ventures, Khosla Ventures, YC, Picus Capital), and work with customers like Webflow, Turo, Notion, Zapier, and many others.

What we’ve built so far is the most seamless way to centralize all of a company's financial data – think expenses from Quickbooks or Netsuite, pipeline forecasts from Salesforce – and bring it into the tools finance teams are already using. But the vision goes way beyond that: Aleph is AI-native at its core, automating reporting, variance analysis, and forecasting through intelligent agents. We’re building the always-on decision layer for modern businesses.

We’re moving fast, shipping constantly, leaning into AI to make the product smarter with every release, while also applying AI to how we sell, support and scale. Our churn is low, growth is strong, and the pace keeps accelerating.

We are hiring remotely across the Americas (United States, Canada, LATAM).

As our second Talent Acquisition team member, you’ll play a foundational role in scaling our recruiting engine. You’ll own end-to-end hiring—from sourcing passive candidates to offer close—for technical roles (engineering, AI/ML, product) and, over time, for GTM positions (sales, marketing, customer success).

You’ll partner closely with Maddie (People & Talent) and work hand-in-hand with hiring managers, iterating on our robust hiring processes. You’ll get to innovate, automate, and shape how we find, engage, and hire the best team members that power Aleph.

• Full-Cycle Ownership: Run roles end-to-end: sourcing, outreach, screening, coordination, candidate experience, and offer process.

• Outbound Sourcing: Own proactive outreach for hard-to-fill and evergreen roles using LinkedIn Recruiter, Ashby, Juicebox.ai, and your own creative methods.

• Interview Coordination: Schedule interviews and manage candidate logistics in a fast-paced, remote-first environment.

• Process & Documentation: Leverage and continuously improve our robust hiring documentation and processes; ideate new approaches

• Quality Pipeline: Maintain high-quality candidate pipelines, ensuring diversity and high pass-through rates

• Collaboration: Be a trusted partner to hiring managers and a thought partner to Maddie on all things talent; get a peek into People Ops/HR projects and contribute to areas you’re passionate about.

• 4+ years of full-cycle technical recruiting experience, (Software Engineering, Product/Design, AI/ML), ideally in early-stage, SaaS environments.

  • 1+ years of in-house startup experience

• Sourcing Expertise: Relentless and creative with outbound—proud of finding talent others can’t, with a track record of strong response rates and hires.

• Autonomous & Driven: You thrive in fast-paced, ambiguous settings and love to take full ownership.

• Process-Minded: You appreciate great systems and can adapt/innovate existing workflows.

• Technical Acumen: Proficient with recruiting tools such as LinkedIn Recruiter, Ashby, and Juicebox.ai. Skilled at leveraging data and analytics to inform sourcing strategies and optimize funnel performance.

• Strong Communicator: Clear, concise, and personable in all written and verbal communications.

• Candidate-First: You are passionate about the candidate experience and have a competitive edge that sets you apart.

Your First 90 Days

• Weeks 1–2: Deep onboarding—shadow interviews (live & async), review documentation, ramp up on our hiring philosophy and tools, identifying candidates, LinkedIn <> Ashby process alignment

• Week 3: Begin leading candidate intros and scheduling.

• Weeks 5+: Take on full life cycle ownership, adapting to nuances.

• Week 8: Review progress, metrics, and collaborate with Maddie to identify areas for innovation or improvement.

• Weeks 12+: Review passthrough and quality metrics; calibrate your approach for volume and impact. Potential to take on passion/growth projects in People Ops, Recruiting Ops, or HR.

• Build from the Ground Up: Be the #2 on a founding TA team, with real impact on how we scale.

• Autonomy & Ownership: Run your desk, shape processes, and help define what great looks like.

• Growth: Exposure to broader People Ops and the chance to collaborate with leadership on cross-functional projects.

• Remote-First: Work from anywhere. We value outcomes, not hours.

While this is a remote-first opportunity, we're focusing on candidates within the Americas to better align with our working hours as a team.

Aleph is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws.

This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, training, and apprenticeship. Aleph makes hiring decisions based solely on qualifications, merit, and business needs at the time.