Senior Recruiter

About Cadre AICadre AI is an AI strategy and integration firm that partners deeply with organizations to transform workflows, streamline operations, and deliver measurable business outcomes. We operate at the intersection of strategy, engineering, and adoption, ensuring AI delivers real, lasting impact for the B2B companies we serve.The RoleThe Senior Recruiter owns talent acquisition for Cadre AI across two markets: the United States and Colombia. This is a proactive, outbound-first role. You are not waiting for applications to come in. You are identifying, engaging, and moving the right people through the pipeline before they’re actively looking.You will recruit across a range of roles—AI engineers, strategists, operations, and business functions, while simultaneously building the recruiting infrastructure that makes Cadre faster and smarter at hiring. That means owning our ATS, optimizing our AI recruiting tools, running outbound campaigns, and continuously evaluating new technology that gives us an edge.The bar for this role is high and the metrics are clear: 50+ qualified candidates contacted per open role per week, and 5–10 screening calls completed per open role per week. You will be measured on pipeline quality, not just volume.What You’ll DoDrive Outbound Sourcing and PipelineProactively source and contact 50+ qualified candidates per open role per week, maintaining a healthy and well-documented pipeline at all timesComplete 5–10 screening calls per open role per week, ensuring pipeline velocity stays consistent and hiring managers always have qualified candidates to evaluateBuild and execute targeted outbound campaigns across LinkedIn, LinkedIn Recruiter, Juicebox, email, Wellfound, GitHub, Slack communities, Discord servers, and local engineering and technical communities: meetup groups, professional chapters, and industry organizations in both the U.S. and ColombiaLeverage Gem’s sourcing capabilities to identify and surface qualified candidates directly within the platform, reducing reliance on manual cross-tool searchesContinuously test and refine outreach messaging, subject lines, and sequencing to improve response rates and candidate qualityIdentify and engage passive candidates who are not actively job searching, building relationships that convert over timeOwn the ATS and Recruiting InfrastructureOwn and optimize Cadre AI’s ATS (Gem), ensuring the platform is configured for maximum efficiency: pipeline stages, automations, reporting, and candidate tracking all running cleanlyBuild and maintain Gem workflows that reduce manual work, surface the right candidates at the right time, and give leadership clear visibility into pipeline healthEnsure all candidate data is accurate, up to date, and properly tagged so recruiting intelligence compounds over timeDevelop and maintain role-specific Ideal Candidate Profiles in Gem that sharpen sourcing accuracy and reduce time-to-qualifyOptimize and Expand AI Recruiting ToolsMaximize Cadre AI’s use of AI-powered recruiting tools including Gem and Juicebox, ensuring every feature relevant to our workflow is being used effectivelyContinuously evaluate emerging AI recruiting tools and platforms, running structured assessments and bringing clear recommendations to the Ops ManagerIdentify automation and AI opportunities across the recruiting lifecycle (sourcing, screening, outreach, and scheduling) and implement improvements that increase throughput without sacrificing qualityStay current on developments in AI-assisted recruiting and bring best practices back to the teamPartner on Hiring Strategy and ExecutionPartner with the Ops Manager and hiring managers to deeply understand each open role: the must-haves, the differentiators, and the profile of the person most likely to succeedManage full-cycle recruiting for assigned roles: sourcing, outreach, screening, coordination, and offer supportMaintain structured, consistent communication with candidates throughout the process; every candidate should feel informed and respected regardless of outcomeTrack and report on recruiting metrics weekly: prospects sourced, outreach conversion rates, pipeline stage velocity, and time-to-fill by roleFlag bottlenecks, drop-off points, and market signal back to leadership so hiring strategy can adapt quicklyWho You Are4+ years of full-cycle recruiting experience with a strong emphasis on technical roles: AI engineers, software engineers, solutions engineers, and sales engineers. You understand enough about the work to have a real conversation with a technical candidate, not just pattern-match on keywordsProven track record sourcing and closing hard-to-fill technical roles across multiple functions simultaneously. You know the difference between a strong AI engineer and someone who has just listed the right tools on their resumeHands-on experience with Gem or a comparable ATS, including sourcing workflows, pipeline configuration, automation setup, and reporting; you know how to make the platform work for the team, not the other way aroundFamiliar with AI recruiting tools such as Juicebox, and genuinely curious about how AI is changing the recruiting function; you’re not waiting to be told about new tools, you’re already exploring themStrong outbound instincts with experience building and running multi-channel sourcing campaigns across LinkedIn Recruiter, Juicebox, email sequences, and community-based sourcing including local engineering groups and technical chaptersExcellent written communicator; your outreach messages get responses because they’re specific, compelling, and clearly written for the person receiving themHighly organized with reliable follow-through. You manage a high volume of candidates and conversations without anything falling through the cracksBilingual in English and Spanish, with the ability to recruit effectively across both the U.S. and Colombian talent marketsWhat Sets You ApartYou have a track record specifically recruiting for technical roles: AI engineering, software engineering, solutions engineering, or sales engineering. You can evaluate a candidate’s technical credibility, not just their resume formattingYou’ve built or rebuilt a recruiting tech stack before; you know what good looks like and you don’t wait to be asked to improve what isn’t workingYou treat recruiting like a sales function. You have a pipeline, you work it daily, and you know your conversion metrics at every stageExperience recruiting for AI, technology, or professional services roles; you understand enough about the work to have a real conversation with a technical candidateYou’ve sourced successfully across both U.S. and Latin American markets and understand the meaningful differences in how candidates engage in eachYou use AI tools in your own workflow (Claude, ChatGPT, or others) to write better outreach, research candidates faster, and move more efficientlyWhy Cadre AIReal ownership. You build the recruiting function at one of the fastest-growing AI consulting firms in the country. The infrastructure you create and the hires you make will shape the company for years.Exposure to the frontier. You’ll work inside an AI-native organization and have access to the best recruiting tools available, with the mandate to find even better ones.AI-native culture. We don’t just build AI for clients. We use it to run our own operations. You’ll be expected to bring that same mindset to how you recruit.Upside. We’re bootstrapped, profitable, and growing fast. Early team members share in the success they help create.No bureaucracy. Small team. Clear accountability. You won’t need three approvals to try something new.Cadre AI is building the future of how companies adopt and operate AI. The people we hire determine everything, and the person who finds them matters just as much. If you recruit like you’re building something, we want to talk.CompensationThe base pay range for this role is $3,000 – $4,000 per year.

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