Technical Recruiter (Founding Team)

Pallet is hiring our first Lead Technical Recruiter, a high-impact IC role with true ownership over how we build our engineering organization.

As we scale from ~100 to 200+ employees, engineering hiring is one of the most critical levers in the business. This role will own technical recruiting end-to-end — partnering closely with our Head of Talent, engineering leadership, and founders to hire across Product, Platform, FDE, and AI/ML roles.

This is not a support function. Recruiting at Pallet is a strategic partner to the business. You’ll be embedded with engineering leadership, deeply understand our product and technical roadmap, and play a direct role in shaping the team that builds our AI agents. The impact of this role will be immediate, visible, and long-lasting.

Why this Role is Different:

• True 0→1 ownership at a company that takes hiring seriously. You’ll be the first dedicated Senior Technical Recruiter at Pallet, with real influence and partnership — recruiting is treated as a core business function, not a support role.
• High-bar, white-glove technical hiring. Deep ownership, and strong trust with engineering leadership and senior candidates. This role is optimized for judgment and quality, not volume.
• Hands-on ownership, not resource constrained. You’ll personally source and close top engineering talent, with budget for modern recruiting tools, selective agency support, and light shared sourcing resources available as needed.
• Career-defining impact at a Series B AI company. You’ll help set the foundation for technical recruiting as Pallet scales, with meaningful equity upside, a strong engineering brand already in place, and the opportunity to shape what great looks like long-term.

How You Will Make an Impact:

• Own and close senior, high-bar engineering roles across Product, Platform, FDE, and AI/ML in competitive SF / NYC markets.
• Make your first hire within ~45 days and sustain ~2 high-quality engineering hires per month thereafter.
• Run end-to-end searches: scoping ambiguous roles, sourcing, pipeline management, interview coordination, and closing.
• Protect and scale Pallet’s technical hiring bar through high-signal screening, thoughtful debriefs, and pushback when quality is slipping.
• Build trust with senior engineering candidates through a white-glove candidate experience and calm, credible selling.
• Diagnose pipeline or close issues using data and candidate feedback, and adapt strategy in real time.
• Act as a true partner to engineering leadership — bringing structure, judgment, and clarity without needing hand-holding.
• Increase leverage across the technical recruiting system while remaining hands-on — personally sourcing for hard roles, partnering effectively with sourcers, and strengthening referral quality and conversion.