Talent & Operations

Squad is using AI to accelerate how the world’s best talent finds the right problems to solve.

The bottleneck in recruiting isn’t sourcing. It’s data. Candidate data is poor and getting noisier (self-reported, outdated, now AI-inflated). But recruiters hold high-quality, real-time signal because they talk to candidates every day. That’s why companies spend >$800B/year on recruiting. The problem is this signal is fragmented and unusable at scale.

Squad’s first product aggregates signals from hundreds of recruiters and uses AI to instantly match their candidates to roles, giving companies unprecedented reach without the usual pain of managing external partners.

We give recruiters a business-in-a-box that lets them earn more while doing what they do best: building relationships and knowing their candidates deeply. In return, we get proprietary data. Our AI structures signal from real recruiter-candidate context that doesn’t exist on LinkedIn or resumes. Every submission, every rejection, every hire feeds a self-improving AI matchmaking engine.

We believe the future of recruiting is human authenticity paired with AI efficiency. Great recruiters have a critical role to play, and Squad is built to empower them.

Long-term, Squad becomes the infrastructure layer for how talent meets opportunity.

Why you should join us

Squad is a generational opportunity to rethink how recruiting works, and our path to doing so is significantly de-risked. We have:

Exponential growth: We have product-market fit and are growing rapidly. Squad supports hundreds of candidates, recruiters, and employers every day. We’ve grown 10x in under a year with a 3-person team.
AI-first business model. Our approach is distinctly enabled by AI, and our business gets stronger as foundation models improve. We’re building durability through cross-sided network effects that compound over time. Every submission, rejection, and hire feeds a self-improving matchmaking engine.
Real ownership. It’s still ‘day 0’. You’ll shape what Squad looks like and how far we get. Your input will define our vision, product, team, and execution. What you build now becomes the foundation for everything that follows.
Top tier investors: We’ve raised from FJ Labs (Airbnb, Uber, Dropbox), Link Ventures (Mercor, Liquid AI), Golden Ventures (Faire, Boardy), and angels.
Massive ceiling: The recruiting industry is >$800B and broken. We’re building the infrastructure layer for how talent meets opportunity. The scope is as big as you want it to be.
Market demand is pulling us forward. We’re looking for people who are excited about high ownership, high velocity, and high impact.

There’s an enormous amount to build - and the scope only gets bigger. You will never be bored.

If we succeed, every company finds the right people the moment they need them. Every person finds meaningful work without friction. And the pace of innovation changes forever.

About the role

As Squad’s Talent & Ops hire, you will set the gold standard for how we run recruiting processes on our the platform. You’ll sit at the intersection of recruiting, operations, and product, owning:

The last-mile quality bar on candidates and pipelines.
Feedback loops between recruiters, clients, and our internal team.
Translating what works in practice into product features and internal playbooks.

You’ll split your time between recruiting work (reviewing candidates, supporting weak pipelines, running a small number of critical searches) and product/ops work (improving workflows, tagging, matching, and defining how we use AI within the marketplace).

Over time, the workflows you define will become the “default” way Squad runs recruiting - for our own internal roles and for key client searches.

What you’ll do

Candidate quality & pipelines

Own the review of candidates for roles on Squad, increasing the matchmaking quality
Catch strong profiles that may have been misclassified by the system

Pipeline diagnosis & client process

Diagnose “weak” pipelines: analyze where drop-offs happen and identify issues in role definition, messaging, process, or comp.
Run intake and calibration conversations with hiring managers (internal and selected clients) to clarify must-haves and tradeoffs.
Capture clear, structured feedback from candidates and clients so we can continuously tighten shortlisting criteria and processes.

Product & ops feedback loop

Turn your daily recruiting workflows into concrete product feedback on search, matching, workflows, and automation opportunities.
Partner with Product and Engineering to test new features, pressure-test matching logic, and surface real-world edge cases.
Help design and refine tagging, candidate review flows, and internal dashboards so the team can make better decisions, faster.

Playbooks & enablement

Develop and maintain internal playbooks for candidate review, pipeline rescue, and client launch so others can replicate what works.
Share best practices with our external recruiter network, helping them get more value from Squad and improving their submissions over time.

What will make you successful

3–7+ years of full‑cycle recruiting or embedded talent experience in high‑growth environments (startup, RPO, or agency partnering closely with fast‑moving teams).
Proven track record turning ambiguous or “hard‑to‑fill” roles into successful hires and rescuing underperforming pipelines.
Strong sourcing and screening chops, plus a sharp eye for candidate quality and fit across multiple signals (experience, skills, stage, context).
Experience partnering directly with founders or senior hiring managers, pushing back when needed and guiding them toward realistic, high‑signal processes.
Excellent written and verbal communication; you’re clear, candid, and can synthesize feedback from candidates, clients, and recruiters into crisp insights.
High bias toward action: you move quickly, experiment, and are willing to get into the weeds of candidate review and process details.