US IT Recruiter – Emerging AI Roles

What you’ll do

Your week revolves around a standing meeting with each hiring manager, and everything else feeds into the next one.

• Shape the role with the hiring manager: Work directly with IT Directors, Directors and VPs of Field Services to understand who they picture as the ideal candidate. Help first-time hiring managers separate must-haves from nice-to-haves and pin down the actual work.
• Adapt as requirements change: Capture each change the hiring manager makes, confirm it with them, and re-aim the search the same week.
• Map adjacent talent: Few people have held these titles, so identify backgrounds that transfer, such as solutions or implementation engineers for a Forward Deployed Engineer role. Use market data to show hiring managers how many people match their profile, and adjust it with them when the pool is too thin.
• Run the weekly candidate cadence: Present a new set of candidates to each hiring manager every week. Gather feedback on candidates and interviews, and use recorded meeting notes so nothing is lost.
• Champion strong candidates: Build conviction about the candidates you believe in and explain with evidence why each one will succeed.
• Source with Claude and Findem: Use Claude, the Findem MCP and Findem search tools to find best-match candidates, and refine the search after every round of feedback.
• Engage and sell candidates: Reach out by email, LinkedIn and phone. Many candidates have never seen this job before, so explain what it is, why it matters and why they fit. Review outreach emails so they describe the role accurately.
• Keep records current: Update each candidate’s Findem record with contact details, notes after every conversation, and feedback about the client.
• Screen with Glider: Get candidates to complete the Glider test. Work with hiring managers on interview questions, map each one to a specific requirement, and refine the questions to filter out poor fits.
• Partner with client recruiters: Coordinate with client recruiters supporting the same roles so no candidate is contacted twice, and build relationships that earn you more of their future roles.

List 2: What success looks like

• Every hiring manager gets a new slate on schedule, every week.
• All hiring-manager feedback is captured, and the next search reflects it.
• The candidates you champion advance through interviews to offers and hires.
• The Glider test filters out poor fits before they reach the hiring manager.
• Client recruiters bring you their next roles.

What you’ll bring

 

• 4–8 years of IT or technical recruiting, including full-cycle work for US hiring managers (agency, RPO or in-house).
• A track record of filling hard-to-fill or brand-new roles where candidates don’t fit a standard title.
• Confidence with Directors and VPs: you can run an intake, ask probing questions and push back with data.
• Enough AI literacy to discuss roles like Forward Deployed Engineer or AI Governance credibly, and the curiosity to learn the rest fast.
• Hands-on use of AI tools such as Claude in your recruiting work, plus strong search skills across sourcing platforms and LinkedIn.
• Persuasive written and spoken English, and the confidence to sell a role to US candidates by phone.
• Discipline with notes, follow-ups and pipeline data.
• Willingness to work the US shift from our Bangalore office.

Nice to have

 

• Experience with Findem, Glider, or similar sourcing and assessment platforms.
• Recruiting for solutions engineering, professional services or field services teams.
• Agency or RPO experience managing several clients alongside their internal recruiters.
• Experience designing structured interview or screening questions.

Why this role

• Recruit for the jobs AI is creating, and build expertise few recruiters have yet.
• Work AI-first every day with Claude, Findem’s agentic platform and Glider.
• Partner directly with senior US technology leaders, not through layers.
• Join a team that measures its work in hires delivered.