Founding Recruiter

About us

Insurance is one of the largest industries in the world, and it still runs on manual work nobody wants to do. Claims is the clearest case: high-volume, repetitive workflows handled over the phone, by email, and across 200-page PDFs, most of it sitting in systems built in the early 2000s. Software has circled this problem for decades without touching the core of it, because nothing could make the calls or read the documents. AI finally can. Avallon builds agents that run the full claims lifecycle, from intake to settlement, so teams can move faster, eliminate busywork, and get more right.

Out of YC we went from zero to seven figures of ARR in twelve months, and are now growing 3X quarter over quarter while working with some of the largest carriers in the world. Avallon is backed by top investors, and our founding team includes builders from MIT, Harvard, and Cornell. We aim to become the automation layer for the entire insurance industry, and we intend to get there with a talent-dense team where everyone is enabled to do the best work of their careers.

The Role

We are about 18 people today and plan to more than double in the next 6 months. Every one of those hires will shape what Avallon becomes, and we want someone fully dedicated to getting them right.

Recruiting has been one of our strengths from day one, and the team we have built is the proof. Now engineering, product, and go-to-market roles are opening at once, and we want a dedicated owner to carry that bar forward: someone who can run searches themselves, keep our agency partners pointed at the right roles, and build the process that keeps every hire as strong as the last.

We are hiring our first recruiter to own that. You will run searches end to end, decide what we hire in-house versus through agencies, and build the pipeline, process, and candidate experience for everyone who joins after you. You will report to our Chief of Staff and work closely with the founders and every hiring manager.

What You'll Do

Own hiring end to end. Engineering, product, go-to-market, and operations. You run intake with the hiring manager, source and screen candidates, manage the loop, and close offers. You are accountable for whether we hire the right people on time.

Run our agency partners. Set search priorities, coordinate day to day, and hold agencies accountable to quality and speed. You decide which searches we run ourselves and which go to agencies, based on cost, urgency, and how hard the role is to fill.

Build the pipeline before we need it. Outbound sourcing, referrals, and networks, so the next opening starts with candidates already warm instead of a blank page.

Design a process that scales. Scorecards, structured interviews, and hiring manager training, so every loop is consistent and every decision is grounded in evidence.

Measure it. Own our ATS and recruiting data. Report on pipeline health, agency performance, and time to hire, and use it to fix what is slowing us down.

Set the bar. Shape how Avallon shows up to candidates, from job descriptions to the final call, and partner with leadership on headcount planning and compensation benchmarking. As recruiting grows here, you are the natural person to lead it.

You

• 5+ years of recruiting, with meaningful time at a startup or high-growth company

• A track record hiring technical talent: engineers, ML, and product

• Hands-on experience managing external recruiting agencies day to day

• You can sell an early-stage company honestly, and you know when a candidate is not the right fit

• High agency. Nobody hands you a playbook and there is no recruiting team to hide inside

• Based in NYC and excited to work in person

Nice to Have

• Experience recruiting for go-to-market roles

• Exposure to insurtech, fintech, or AI companies

• Early-stage startup experience, especially as the first hire in a function

What We Believe In

• Eating well: We provide lunch and dinner every workday from local restaurants.

• Staying healthy: 100% of medical, dental, and vision insurance covered, along with a generous monthly gym stipend.

• Getting out of the office together to recharge: quarterly offsites somewhere you actually want to go.