Founding Recruiter
Antimetal builds an autonomous system for production engineering, providing a continuously updated 'world model' of a company's software stack combined with specialized AI agents that diagnose, fix, prevent, and answer questions about production issues. It serves engineering teams at software companies who need to operate complex production systems without constant manual intervention.
Funding
Projects
About Antimetal
Antimetal is building the autonomous layer between engineering teams and their running production systems. At its core is a live world model, a continuous understanding of how a company's stack behaves, built by connecting to existing observability, infrastructure, and code tools. On top of this world model sits an army of specialized agents (Proactive Patrol, Reactive Triage, Intelligence World Model, and an Agent Builder platform) that investigate incidents, trace failures, identify root causes, propose fixes, open pull requests, and carry out operational workflows on behalf of engineering teams. Unlike traditional observability tools that surface data for humans to interpret, or coding agents that only generate code, Antimetal aims to continuously investigate, operate, and improve production itself, while routing changes through existing approval flows such as pull requests or Slack approvals. The company serves software engineering teams, is SOC 2, GDPR, and HIPAA compliant, and is built in NYC.
Skills
About the Role
You'll manage our recruiting funnel from day one — finding, closing, and onboarding the people who will define the business Antimetal becomes. You'll run sequences, screen candidates, and partner with hiring managers to move fast without dropping quality. You'll run aggressive outbound, building targeted lists and writing compelling outreach to get responses from passive candidates, treating sourcing the way a great SDR treats a pipeline. You'll develop a deep understanding of the talent bar so you can represent the role authentically and make sharp calls on who to advance. You'll build the system, not just fill the seats, designing and iterating on recruiting infrastructure including outreach templates, intake processes, ATS hygiene, and funnel analytics. You'll be a strategic talent partner, sitting in on team planning, advising on comp, and contributing to org design as the company scales. As you get your footing, you'll grow beyond recruiting, partnering with the Head of Ops on People strategy, candidate experience, onboarding, and other operational initiatives.
Requirements
- 2–5 years of experience in recruiting, talent, or a highly agency, people-facing role (SDR, AE, partnerships)
- A track record of closing candidates who have multiple, great options
- Experience running outbound recruiting or outbound sales
- Comfort recruiting technical roles (engineering, infrastructure, devtools) or a demonstrated ability to get up to speed on technical concepts quickly
- Strong instincts for talent
- High agency
- Excellent communication
Responsibilities
- Manage the recruiting funnel from sourcing and outbound to offer close across engineering, GTM, and ops searches
- Run sequences, screen candidates, and partner with hiring managers to move fast without dropping quality
- Run aggressive outbound, build targeted lists, and write compelling outreach to get responses from passive candidates
- Develop a deep understanding of the talent bar to represent the role authentically and make sharp calls on who to advance
- Build and iterate on recruiting infrastructure including outreach templates, intake processes, ATS hygiene, and funnel analytics
- Sit in on team planning, advise on comp, and contribute to org design
- Partner with the Head of Ops on People strategy, candidate experience, and onboarding
Benefits
- Generous equity grants
- Fully covered health, dental, and vision insurance
- Retirement benefits
- Unlimited PTO
- Dinner on late nights
- Monthly fitness stipend
- Equipment for work
- Citi Bike + train commute benefits