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San Francisco, California, United States
Hybrid
Distyl is an applied AI technology company partnering with the world’s most ambitious institutions to rearchitect critical operations for the frontier of AI. Our customers include the largest companies in telecom, healthcare, insurance, manufacturing, consumer goods, and global social organizations.
We research and deploy technologies that power AI-native operations — both for our partners and for Distyl itself. Our work spans research into self-constructing systems, the development of the most reliable execution of AI systems, and products that transform mission-critical workflows. As a result, Distyl's technologies affect some of the world's largest operations — from hundreds of millions of consumer interactions to tens of millions of supply chain transactions and millions of patient journeys.
Distyl is backed by leading investors including Lightspeed Venture Partners, Khosla Ventures, Coatue, DST Global, and the board-members of 20+ F500s.
People are the product at Distyl. The quality of our work is set by who we find before anyone else does.
Most companies run recruiting as a process that fills seats. We want a hunter: someone who would rather spend a month landing one exceptional person than a week closing three adequate ones.
This is a scouting role, not a casting role. Casting posts a req and screens whoever shows up. Scouting decides what exceptional looks like, goes looking for it before there is a req, in places nobody else is searching, and closes when the seat opens.
You work with the founders and executive-team, own the front of the funnel, and partner with the Recruiting team on process and closing. You start by doing the work yourself, then build the function around what works.
This role is not for you if:
You consider a search done once the seat is filled.
Your first instinct when a role opens is to post it and wait.
You know only one way to open a door.
You want to run scouting from a dashboard. This role lives in conversation.
Judgement: Form your own view of what exceptional looks like, before the credentials make it obvious, and defend it to hiring managers and founders.
Build the Talent Map: Know the best people in our target markets, where they are, and what would move them. Most will not be looking.
Pursue the Unreachable: When a hiring manager says the profile does not exist, you find three.
Run Scouting Like a Business: Prioritized markets, a pipeline, a cadence, and conversion you understand at every stage.
Own the Outcome: You are measured on the quality of who we land, judged a year in. The funnel numbers are how you get there.
You do not need a recruiting title to apply. You need a track record of deal-making and running a funnel with outsized success: a super-connector, a headhunter, a sports scout , a founder who hired the first twenty, or a background we have not thought of.
Outsized Results in a Funnel You Owned: Pipeline from nothing, conversion well above peers. Bring the numbers.
Judgment: You can tell an impressive resume from an exceptional person, and say why.
Persistent Without Ego: You find a sixth way through a closed door, and the people you did not land still respect you.
Demonstrated Excellence Before This: Academic, commercial, entrepreneurial, competitive, or otherwise.
Travel: 20%.
Within 6 months: a map of the best people in our priority markets, a pipeline of people who were not looking, and hires on the team that conventional recruiting would not have found. The test is simple: are we winning people who would otherwise have been unknown to us, and getting better at it every quarter?
Competitive base salary, plus meaningful equity and a comprehensive benefits package
The opportunity to build a new, strategically critical function with direct access to Distyl's founders
100% coverage of medical, dental, and vision insurance for employee and dependents; flexible time off; 401(k), HSA, FSA, and commuter accounts; wellness and family-building benefits through Carrot; in-office lunches
A mission-driven, fast-moving culture that values curiosity, pragmatism, and excellence
Distyl has offices in San Francisco and New York. This role follows a hybrid collaboration model with 3+ days per week (Tuesday–Thursday) in-office.
We're grateful for the strong interest in this role. The best way to get your profile in front of our team is to apply directly through our careers page, where all applications are reviewed. Due to the high volume of interest, we're not able to review or respond to all direct emails or LinkedIn messages. We will be in touch with every applicant once we've completed our review, regardless of the decision.
We believe diverse perspectives make our work stronger and more impactful. We are an equal opportunity employer and evaluate all applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, or any other legally protected characteristic. We encourage candidates from all backgrounds to apply.
