Contract Technical Recruiter

Salary Range: 6000 to 6000 (Currency: USD) (Pay period: per-month-salary)

Findem is the AI platform for talent outcomes. Its Labeling Engine transforms billions of unstructured people data points into verified Success Signals — context about what drives success — and Relationship Signals — insight into how people are connected and where influence flows. Together, these give customers a competitive edge in hiring, executive search, mobility, learning, development and workforce planning. That’s why leaders rely on Findem to improve pipeline quality, reduce costs, and deliver faster, more consistent talent impact. Named one of America’s Most Innovative Companies, Findem is redefining how organizations turn people data into business advantage.

Why We Need You:

Findem is looking for a contract technical recruiter, on-site in Redwood City for four months, to close hard-to-fill roles for our enterprise customers using Findem's AI platform and Claude. 

Findem's recruiting team delivers hires for enterprise customers, and today's searches are new and hard to define: AI, API security, forward-deployed engineering. Hiring managers often sharpen requirements as the search runs. These roles are won through close, ongoing calibration and fast, well-evidenced submittals.

You will work with a pod with two global Findem recruiters. They run search, pipeline building and call scheduling; you own the role breakdown, hiring-manager calibration, candidate evaluation and interviews, and presenting candidates. 

You'll also turn what works into a repeatable playbook for hard-to-fill searches.

What You'll Do:

Every search follows the same evidence-first workflow, powered by Findem's AI agents and Claude:

1. Break down the role. Use Findem's AI agents and tools to turn each job description into the tasks the hire must do, ranked by priority. Confirm the ranking with the hiring manager and recalibrate as requirements shift.

2. Direct the search. Execute the pod's search strategy in Findem and Claude, review the pipeline your global recruiters build, and source directly on the toughest roles.

3. Evaluate candidates against the tasks. Look for evidence that each candidate has the relevant experience required, not just matching titles or keywords.

4. Structure the interview. Write questions whose answers confirm demonstrated experience with those tasks: what the candidate did, how, and with what result.

5. Screen out fraud. Interview every candidate to confirm identity and real experience. Watch for proxy interviewers, answers read from a script or AI tool, and work histories that don't hold up.

6. Present candidates fast. Send hiring managers short, evidence-backed write-ups that show why each candidate can do the work.

Across searches, you'll also:

Collaborate with your pod. Align on weekly priorities, share feedback on calibration and search quality, and help keep execution on track toward goals.

Build the playbook. Capture task breakdowns, interview guides and reusable Claude workflows so the team can repeat the process.

What You'll Bring:

Must Haves:

• Hands-on Claude experience. You use Claude in your daily work, including Claude Desktop, Claude Skills, the Claude in Chrome extension, and third-party MCP connectors running through Claude.

• A strong belief that AI can help find the right talent. You're convinced AI helps fill hard-to-fill roles, and you pair it with your own judgment before a candidate reaches a hiring manager.

• A hard-to-fill track record. You've recruited for hard-to-fill technical roles (such as AI/ML, security or forward-deployed engineering) or senior executive roles, partnering directly with hiring managers.

Nice to Haves:

• Building in Claude. You know how to implement loops in Claude (for example, /loop or scheduled tasks) and have created your own Claude Skills.

• Global team collaboration. You've worked with an global recruiting team.

• Advanced sourcing. Deep expertise with GitHub, LinkedIn and Google X-Ray search.

• Structured interviewing and fraud screening. You've built evidence-based interview guides and caught fraudulent candidates.