Growth Associate

At a glance

• Engagement: Independent contractor, fully remote
• Pay: $50 - $125/hr
• Start: Rolling
• Location: Remote
• Team: Talent Acquisition

The role

The data behind our work is produced by practicing domain experts on contract: Unreal engineers who ship games, software engineers, and specialists in whatever domain a customer needs next. We are hiring Growth Associates to find those people and get them into the funnel, across one to three domains each.

This is not a volume seat. Every expert you put forward sits a screener written by the people who will review their work, and you are measured on how many of them pass it rather than on how many you sent. A large pipeline that fails the screener is a bad week.

The people worth finding are rarely applying. They are shipping, and the evidence that they are good is public: commits, credits, talks, papers, answers in the forums their peers read. Your job is to read that evidence and start a conversation that someone with a job they like will reply to.

What you'll do

• Hit a weekly target for qualified experts added, by domain, set with the Internal Strategic Projects Lead running the project.
• Find people doing the work now rather than people who did it once. In game development that means shipped credits and current engine versions, not a decade-old title.
• Work the venues these people actually use: GitHub, engine and framework forums, Discord servers, conference speaker lists, studio credits, paper author lists, specialist job boards. LinkedIn is one channel out of several.
• Write outreach that survives contact with a senior engineer who is not looking.
• Hand off clean. Every expert reaches the funnel with their domain, seniority and the evidence behind both, so nobody has to re-research them.
• Tell us what the market is telling you. If a domain is not there at the rate we want, we would rather hear it in week one.
• Use AI aggressively. Market mapping, research, outreach drafting and funnel analysis should all be automated as far as they can be, so your hours go to the judgment calls.

Who we're looking for

Required

• Three or more years sourcing technical or specialist talent, including at least one hard pool you can describe in detail: who they were, where you found them, why that worked.
• A method you can explain without naming LinkedIn Recruiter. Where do these people gather, how did you work that out, what got you a reply.
• You can name the last five people you found who were not applying and not on the first page of results.
• Enough technical fluency to read a GitHub profile, a set of game credits or a paper and form your own view of whether the experience is real or adjacent.
• You build your own tooling. Scripts, automations, enrichment, prompts. Tell us about something you assembled rather than something you subscribe to.
• You are comfortable being measured on whether your candidates pass.
• Clear, precise writing in professional English. Your outreach is the first thing an expert reads about us.
• Ability to work independently and asynchronously against deadlines.

Nice to have

• Sourcing for professional knowledge work for a marketplace or contingent workforce at volume.
• Experience sourcing against a quality gate someone else owned.
• A genuine interest in AI evaluation, with a realistic view of both the potential and the limits.

What this role is not

You do not run interviews, extend offers or close. Full-cycle hiring sits with our technical recruiters.

How hiring works

• Resume review and a conversation with Talent Acquisition
• A short practical exercise on a live domain
• Onboarding and your first domain