Founding Talent Partner

About AIUC Our mission is to underwrite superintelligence . We red-team, certify, and insure agents, e.g. ElevenLabs , UiPath , Intercom . Soon, agents will take on critical work in hospitals, banks and governments. This could create abundance - or go terribly wrong. History teaches us that standards and insurance are capitalism’s best tools for making risk legible and shaping incentives. We’ve built the gold standard for agent security & reliability, AIUC-1 , with 100+ CISOs from the Fortune 1000 . Our team comes from Anthropic , McKinsey , METR , Weights & Biases , Perplexity , Thiel Fellowship , etc. Nat Friedman led our $15m seed. Read more here , here , here . The role We are growing fast about to expand the team with multiple senior roles, across marketing, GTM, operations, and product — all at once. We are looking for our founding non-technical recruiter – someone who can own the full-cycle recruiting for a broad range of roles without dropping quality, candidate experience, or speed. You'll be a strategic partner to the founding team — shaping how we think about where to find talent, what good looks like for each profile, and how we build AIUC's reputation as an employer. Every candidate you speak to is a brand interaction. You'll be a strategic partner to the founding team — shaping how we think about where to find talent, what good looks like for each profile, and how we build AIUC's reputation as an employer. Every candidate you speak to is a brand interaction. Full-cycle recruiting across non-technical roles — from screening through to close Partnering with the founding team to define role requirements, set hiring strategy, and build sourcing plays including market mapping and talent pools Designing and managing candidate pipelines with a focus on transparency and high-touch experience — candidates should leave the process feeling good about AIUC regardless of outcome Acting as a trusted advisor to hiring teams: candidate and market insights, benchmarks, data-driven recommendations, as well as building and owning the assessment process Representing AIUC externally — you're often the first person a candidate speaks to, and that matters What we're looking for You've done this before in a fast-moving environment. You know what it feels like to run multiple senior searches simultaneously and still give each one proper attention. 4–7 years of full-cycle recruiting experience (impact matters more than years) in high-growth technology — with a focus on early-stage GTM hires, senior operators, and candidates from consulting, banking, or VC backgrounds. Exceptional communication — you can tell the AIUC mission and roles to a security engineer as well as a McKinsey principal, and make each of them feel like the role was written for them. Comfortable managing high volume and complexity without letting quality slip. A builder's mindset — you're excited about creating a non-technical hiring playbook. You track what's working, pattern-match across searches, and iterate fast. Plus: a relevant network (e.g., you've worked in or alongside high-growth SaaS sales or consulting, and you know those communities well). Additional language capabilities and cultural fluency across markets are a bonus. Compensation & perks Annual salary as above Equity is a significant part of total compensation, in addition to salary Generous health, dental and vision insurance for you and your dependents Visa sponsorship and relocation stipend to bring you to SF, if possible A team dedicated to doing our lives’ work. Our values Strong back - High standards, keep our promises, work hard Open heart - Say the scary thing, create connection, make room for emotions Fast feet - Experiment, cut scope, take delight in pace Eyes up - ‘Feel the AGI’ across our strategy, teams and day-to-day work