Lead Technical Recruiter
💰 $70,000 – $110,000/yrMarket estimate · not provided by the employer
At a glance
- Who can apply
- South Korea
- Work arrangement
- Hybrid · Remote
- Employment type
- Full-time
- Seniority
- Lead
- Experience
- 7+ years (as stated by the employer)
- Salary
- $70,000 – $110,000/yr · market estimate
Checked against the employer's source on October 18, 2026. Details come from the employer's posting; confirm them on the application page.
Advertisement
Job Description
About ActAI
There are over 5 billion users using basic applications today such email, notes, tasks, calendar and they're not AI-native. Our mission is to build proactive applications for anyone in the world, who are not used to complex prompting. We aim to bring intelligence to conversations, errands, organising and workflows, with minimal to no prompting.
Our product focuses on achieving high reliability for long-running workflows, persistent context, and real-world task completion. We believe products will greatly reduce hallucinations
Our objective is to organise anyone's life, allowing us all to spend time on valuable and meaningful things
About the Role
As Lead Technical Recruiter, you will lead critical technical searches, raise recruiting quality across the team and help build ActAI's technical recruiting capability.
What You Will Be Doing
Lead ActAI's highest-priority technical searches across AI/ML, engineering leadership, backend, infrastructure, web and mobile.
Build search strategies and talent maps for scarce technical talent across global AI and engineering markets.
Personally source, engage, assess and close senior and difficult-to-hire candidates.
Set a high bar for technical profile assessment, ensuring recruiters understand candidates' actual work, technical depth and relevance before progressing them.
Partner closely with engineering leadership to define hiring profiles, calibrate interview standards and diagnose gaps in the recruiting funnel.
Coach technical recruiters on sourcing strategy, profile assessment, candidate engagement and closing.
Review pipeline quality and recruiting data, identify where searches are failing and change strategy quickly.
Develop repeatable recruiting practices that improve hiring quality and speed as ActAI scales.