Talent Acquisition Lead, AI-Enabled Recruiting

Job Title: Talent Lead, AI-Enabled Recruiting

Location: Philippines, Fully Remote

Hours: U.S. working hours (EST)

Base compensation: $15,000 / year

Current incentive:

• Internal hire: US$300 when a hire completes the 3-month probation period, plus up to US$200 based on the 90-day quality rating

• External placements: Up to US$1,000 per successful placement, based on client acceptance and quality or retention milestones

This role is with Ajaia, the sister company of Nao Medical. Ajaia is an AI implementation consultancy and product studio; learn more at ajaia.ai. We are hiring a recruiter who wants to build, not just fill requisitions.

You will recruit engineers, AI consultants, strategists, operators, and client talent globally. You will also build the system Ajaia uses to define great people, assess them with evidence, and train hiring managers. Over time, that system becomes a recruiting service we offer to clients.

Your mission: build Ajaia into an A-player talent machine. Find exceptional people, assess them with evidence, help hiring managers decide better, and create an AI-enabled recruiting system that improves with every hire.

What you will own

• Full-cycle recruiting across engineering, AI consulting, strategy, operations, and selected client roles.
• Direct sourcing and headhunting. You find passive candidates; you do not wait for applicants.
• Role scorecards that define the mission, measurable outcomes, and competencies for each hire.
• Structured screens, career interviews, focused interviews, and reference calls.
• Practical assessments and work samples that test whether a candidate can do the job.
• Trial-week design and operations for applicable in-person roles.
• Training hiring managers to interview and evaluate consistently.
• Always-on talent pipelines for recurring roles.
• AI workflows for sourcing, research, interview preparation, matching, documentation, and reporting.
• A future recruiting-as-a-service motion that matches Ajaia-vetted candidates with external companies.

What success looks like

• 50 successful hires over 18 months, counted after each hire completes the 3-month probation period.
• At least 50% of priority roles filled within 30 days, and 80% within 50 days.
• Hiring managers rate the candidates you present at least 8 out of 10 on average.
• New hires are measured at 90 and 180 days against the scorecard they were hired for.
• Within 60 days, AI is embedded in the recruiting workflow in ways that improve real output.
• Within 90 days, Ajaia has a working recruiting system: scorecards, interview guides, assessments, references, templates, training, and metrics.
• Within 90 days, we begin matching vetted candidates to external companies and roles.

Experience that translates well

• Agency recruiting or headhunting with strong direct sourcing.
• Startup recruiting across several functions.
• Technical sourcing, with the range to grow into full-cycle recruiting.
• Executive search research or assessment work.
• Client-facing recruiting or staffing where you had to sell talent.
• An adjacent role where you can prove research, sales, interviewing, operations, and AI ability.

What matters more than credentials

We hire on what you can demonstrate, not on your background.

• Proven results matter more than a specific degree or university.
• Demonstrated skill matters more than a set number of years in recruiting.
• Scope and ownership matter more than a senior title.
• Better ways of working matter more than how things have always been done.

If you can show recruiting ability, judgment, communication, learning speed, and ownership, we want to hear from you.

Ajaia's hiring process

1. A structured introductory screen on your goals, strengths, weaknesses, recruiting metrics, and track record.
2. A live practical exercise. You build a role scorecard, create a sourcing strategy, evaluate sample candidates, run a short mock screen, and show how you use AI.
3. A chronological interview covering your major roles, results, setbacks, working relationships, and reasons for leaving.
4. Focused interviews on sourcing, judgment, communication, high agency, systems thinking, AI fluency, and commercial ability.
5. Detailed reference calls with former managers and colleagues before the final decision.

Ajaia moves quickly. Priorities change, expectations are high, and feedback is direct. In return, you get unusual scope, visibility, and room to build.