Associate Manager, Talent Acquisition
- Role
- Fullstack
- Employment
- Full-time
Open to CN only. Set where you work from to check your eligibility.
No BS summary
ActAI is hiring an Associate Manager for Talent Acquisition to lead end-to-end hiring across software engineering functions (backend, mobile, desktop, infrastructure, product engineering). Partner closely with founding teams and engineering leaders to attract high-caliber talent globally. Strong judgment, sourcing ability, and ability to assess candidates beyond resumes are critical.
Core skills
Required skills
About ActAI
There are over 5 billion users using basic applications today such email, notes, tasks, calendar and they're not AI-native. Our mission is to build proactive applications for anyone in the world, who are not used to complex prompting. We aim to bring intelligence to conversations, errands, organising and workflows, with minimal to no prompting.
Our product focuses on achieving high reliability for long-running workflows, persistent context, and real-world task completion. We believe products will greatly reduce hallucinations.
Our objective is to organise anyone's life, allowing us all to spend time on valuable and meaningful things.
About the Role
You will lead hiring across software engineering functions including backend, mobile, desktop, infrastructure, and product engineering. You will partner closely with founding teams, leadership and engineering leaders to identify and attract high-caliber talent globally.
This role requires strong judgment, speed, sourcing ability, and deep understanding of engineering talent quality beyond resumes and brand names.
What You'll Be Doing
- Own end-to-end hiring across assigned roles - from intake to close
- Build pipelines from scratch using direct sourcing, referrals, and targeted outreach
- Drive hiring decisions with clear signals, not just interview feedback
- Keep processes moving - remove delays, chase feedback, close candidates
- Redesign interview questions, scorecards, and assessments to raise hiring bar
- Recruitment processes - improve speed, quality, and consistency across hiring
- Build employer presence through content, messaging, and candidate experience
What You'll Need
- Proven experience in recruiting / talent acquisition (in-house or agency)
- Proven track record of closing roles in a fast-paced environment
- Strong sourcing ability - able to generate pipelines without relying on inbound
- Good judgment - able to identify strong candidates beyond resumes
- Ability to manage multiple roles with speed and consistency
- Willingness to challenge and improve existing processes
- Clear, direct communication with hiring managers and candidates
- Comfortable operating with ambiguity and high expectations
How We Work
The best products in the world are built by small, highly capable teams. We operate with high talent density, fast execution speed, and strong ownership. We care deeply about product quality, clear thinking, and practical execution.
This is a hands-on environment. Everyone is expected to contribute directly, operate independently, and make good decisions under ambiguity.
Interview Process
If there appears to be a fit, we will schedule up to 3 interviews.
Applications are reviewed by members of our hiring teams. Interviews may be conducted virtually or onsite.
We value speed, transparency and decisiveness throughout the process.
What you'll do
- Own end-to-end hiring across assigned roles – from intake to close.
- Build pipelines from scratch using direct sourcing, referrals, and targeted outreach.
- Drive hiring decisions with clear signals, not just interview feedback.
- Keep processes moving – remove delays, chase feedback, close candidates.
- Redesign interview questions, cards, and assessments to raise hiring bar.
- Improve recruitment processes – speed, quality, and consistency across hiring.
- Build employer presence through content, messaging, and candidate experience.
What they require
- Proven experience in recruiting / talent acquisition (in-house or agency).
- Proven track record of closing roles in a fast-and-paced pace.
- Strong sourcing ability – able to generate pipelines without relying on inbound.
- Good judgment – able to identify strong candidates beyond resumes.
- Ability to manage multiple roles with speed and consistency.
- Willingness to challenge and improve existing processes.
- Clear, direct communication with hiring managers and candidates.
- Comfortable operating with ambiguity and high expectations.
AI Neobank (financial services) building mobile banking experiences
What people say about this company
2.6/ 5