• Lead technical recruiting in the U.S. and Canada • Jump into key U.S. and Canadian tech markets • Help rewrite the engineering hiring playbook • Build and lead the technical recruiting team or grow as a strategic IC

The problem we’re solving: More than 80% of Americans own a car and see it as a fundamental necessity, yet the experience of owning one is stuck in the 90s. Every part of the user journey (shopping for a car, insurance, repairs, financing) is complicated, fragmented, time-consuming and expensive. In 2025, the cost of car ownership was more than 20% of the average household after-tax income. At Jerry.ai, we're building the first super app to manage it all, making car ownership affordable and accessible for everyone in a $2T U.S. market. Why our recruiting team is special: Since launching our app in 2019, we’ve raised over $240M in funding, scaled our revenue more than 70X, and became profitable in early 2024 – just 7 years into our operating history in spite of challenging macro conditions and in a hyper competitive market. None of this would have happened without an exceptional team. Our hiring philosophy has always been simple: build a small team of world-class talent, and raise the bar with every hire so that we’re constantly elevating the quality of our discussions and decisions and, as a result, our people never stop growing and never feel stagnant. To reach our next goal – go from 5M to 50M customers, become a $10B business and a household name – we’ll need to raise the talent bar even higher. This is why recruiters at Jerry.ai are not “pipeline pushers” or “support” staff, but critical operators who solve complex business problems, go head-to-head with top tier companies for the top 1% talent, and continuously and relentlessly drive the business forward. Why you will (or won’t) like working here: - Ownership: You will not be handed a JD, a list of requirements and told to go execute. You will deeply understand our business, define the problems we want to solve through hiring, identify candidate archetypes, build the interview process (including experimenting with questions you ask during your screen to more efficiently surface key signals you’re looking for), and invent new ways to attract and engage the top 1% talent. Here, recruiters are treated like hiring managers. You own and drive the search. - Stellar team: We have a very high bar for talent, as a result, we have a small but mighty team that can move fast and accomplish a lot. You will work with likeminded peers and leaders who are equally passionate and who care intensely about what they do. - Hands-on: Even our most senior leaders like getting their hands dirty and staying close to the details. You will join as one of the most senior members of our recruiting team, but you will carry a full req load as a full-cycle recruiter (3-4 roles). What you’ll own here: We got to where we are today with an exceptionally talented, mostly international engineering team (70% in China, 30% SF & Toronto). To accelerate our trajectory and improve our timezone coverage (the rest of our employees are all in US & Canada), we are now ready to expand our North American engineering footprint. You will lead technical recruiting in the U.S. and Canada while continuously raising the bar and redefining what “excellent” looks like. - Phase 1: You will jump into the trenches to figure out how we win in key U.S. and Canadian tech markets against top-tier startups and tech giants. You will learn the intricate details of our technical, business, and people challenges, and then help rewrite our engineering hiring playbook. - Phase 2: After you’ve built a foundation for engineer hiring in North America, you’ll shift toward either building and leading our technical recruiting team or continuing to grow as a strategic IC, depending on your goals and interests. In either case, you’ll be a strategic partner to our leadership team, helping evolve our technical talent practice as we enter our next phase of growth. Who you are: - Craftsmanship mindset: You are relentlessly perfecting how you hunt, engage, pitch, assess, negotiate, and close, because to you, there’s always a higher level of mastery. - Comfortable with discomfort: You’ve weathered startups before and understand that things change quickly and often. You’re comfortable pivoting and working through ambiguity. - First principles thinker: You avoid making assumptions or jumping to conclusions. You seek to understand the problems you’re tackling before proposing solutions. Ideal profile: - 6+ years of technical recruiting experience with progressively increasing complexity and difficulty in the searches you are running. - Experience operating within a growth-stage startup. - Proven track record of successfully hunting and closing top-tier Software Engineers (intermediate to staff-level) in the U.S. and Canada. - Bachelor’s Degree. While we appreciate your interest and application, only applicants under consideration will be contacted. Jerry.ai is proud to be an Equal Employment Opportunity employer. We prohibit discrimination based on race, religion, color, national origin, sex, pregnancy, reproductive health decisions or related medical conditions, sexual orientation, gender identity, gender expression, age, veteran status, disability, genetic information, or other characteristics protected by applicable local, state or federal laws. Jerry.ai is committed to providing reasonable accommodations for individuals with disabilities in our job application process. If you need assistance or an accommodation due to a disability, please contact us at recruiting@jerry.ai The successful candidate’s starting pay will fall within the pay range listed on this job posting, determined based on job-related factors including, but not limited to, skills, experience, qualifications, work location, and market conditions. Ranges are market-dependent and may be modified in the future. In addition to base salary, the compensation may include opportunities for equity grants. We offer a comprehensive benefits package to regular employees, including health, dental, and vision coverage, paid time off, paid parental leave, 401(K) plan with employer matching, and wellness benefits, among others. Equity opportunities may also be part of your total rewards package. Part-time, contract, or freelance roles may not be eligible for certain benefits. About Jerry.ai: Jerry.ai is America’s first and only super app to radically simplify car ownership. We are redefining how people manage owning a car, one of their most expensive and time-consuming assets. Backed by artificial intelligence and machine learning, Jerry.ai simplifies and automates owning and maintaining a car while providing personalized services for all car owners' needs. We spend every day innovating and improving our AI-powered app to provide the best possible experience for our customers. From car insurance and financing to maintenance and safety, Jerry.ai does it all. We are the #1 rated and most downloaded app in our category with a 4.7 star rating in the App Store. We have more than 5 million customers — and we’re just getting started. Jerry.ai was founded in 2017 by serial entrepreneurs and has raised more than $240 million in financing. Join our team and work with passionate, curious and egoless people who love solving real-world problems. Help us build a revolutionary product that’s disrupting a massive market.

🚀 Join the Future of Commerce with Whatnot! Whatnot is the largest livestream shopping platform in North America and Europe to buy, sell, and discover the things you love. Whether it's trading cards, fashion, electronics, or live plants, our sellers are building real businesses across hundreds of categories. We're building live commerce at a scale that's never been done in the West, and there's no playbook to copy. The people here are shaping how an entirely new industry develops. As a remote co-located team, we're inspired by our values and anchored in hubs across the US, UK, Ireland, Poland, Germany, and Australia. We move fast, stay close to our users, and focus on the work that drives the most impact. We're one of the fastest growing marketplaces and were recently named the #1 Best Startup Employer in America by Forbes. Check out the latest Whatnot updates on our news and engineering blogs and join us as we enable anyone to turn their passion into a business and bring people together through commerce. 💻 Role As a Senior Technical Recruiter, you’ll manage end-to-end recruiting and act as a strategic talent partner for our engineering teams (including Infrastructure or Data/ML pods). You’ll have the opportunity to: - Lead hiring for specific engineering teams. You'll partner closely with hiring managers and business leaders across Infrastructure or Data/ML, bringing a consultative approach to influence hiring decisions, shape strategies, and align recruiting priorities with broader business goals. - Source strong technical talent. You’ll experiment and partner with hiring managers to reach top candidates and explore creative channels beyond LinkedIn. - Act as a full-cycle recruiter from sourcing, screening, managing the candidate through interviews, and closing. - Assist with developing job posts, hiring plans, and rubrics. You'll work with the hiring manager to tighten up job descriptions, screening rubrics, and guide the hiring process along the way. - Iterate on candidate feedback. You'll smooth rough edges in the recruiting process by iterating on feedback from candidates or other signals. - Uplevel the recruiting team. You'll share best practices and help build a culture of continuous improvement that raises the bar for recruiting excellence across the organization. - Build scalable processes. You'll work on improving and standardizing recruiting workflows that can scale with the company’s growth, creating repeatable and effective practices that can be applied across the business. - Emphasize diversity. You'll look for proven traditional and creative methods to bring new points of view to the team and encourage inclusive hiring practices. We offer flexibility to work from home or from one of our global office hubs, and we value in-person time for planning, problem-solving, and connection. Team members in this role must live within commuting distance of our New York, San Francisco, Los Angeles, or Seattle hub. 👋 You People who do well at Whatnot tend to be comfortable figuring things out as they go, biased toward action, and genuinely curious about what they're building. They care more about outcomes than credit and stay close to the product and the people using it. As our next Senior Technical Recruiter you should have 7+ years of engineering recruiting with a deep network in Infrastructure and/or ML, and experience in high-growth startups or fast-paced companies of scale, plus: - You have a track record of building Infrastructure and/or ML teams across multiple levels, including leadership. You enjoy the challenge of finding world-class talent for hard-to-fill roles. - You know how to close in a competitive market. You understand the tech landscape and can paint the picture of how working at Whatnot stacks against other top companies. - You're comfortable operating as a full-stack recruiter. You're able to manage the entire process of a candidate end to end. - You act as a true strategic partner to hiring managers, building close relationships and providing expert guidance throughout the recruitment process. - You're a sourcer at heart. You enjoy sourcing for your positions and take pride in nurturing and building relationships with passive talent. - You're comfortable with ownership. Whatnot is one of the fastest-growing startups in history, and hiring is key to our success. You should feel comfortable moving uncomfortably fast, managing multiple roles, and being accountable for your work. - You provide an incredible candidate experience. You know that a job search can be nerve-racking and you prioritize providing a more human experience for everyone that interacts with Whatnot during a hiring process. - You are data-focused. You measure pipeline health to balance your priorities and set hiring manager expectations. - You are a champion for diversity hiring & inclusive interview practices. At Whatnot, we believe hiring and fostering a diverse team is the key to building a successful business. 🎁 Benefits - Generous Holiday and Time off Policy - Health Insurance options including Medical, Dental, Vision - Work From Home Support - Home office setup allowance - Monthly allowance for cell phone and internet - Care benefits - Monthly allowance for wellness - Annual allowance towards Childcare - Lifetime benefit for family planning, such as adoption or fertility expenses - Retirement; 401k offering for Traditional and Roth accounts in the US (employer match up to 4% of base salary) and Pension plans internationally - Monthly allowance to dogfood the app - All Whatnauts are expected to develop a deep understanding of our product. We're passionate about building the best user experience, and all employees are expected to use Whatnot as both a buyer and a seller as part of their job (our dogfooding budget makes this fun and easy!). - Parental Leave - 16 weeks of paid parental leave + one month gradual return to work *company leave allowances run concurrently with country leave requirements which take precedence. 💛 EOE Whatnot is proud to be an Equal Opportunity Employer. We value diversity, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, parental status, disability status, or any other status protected by local law. We believe that our work is better and our company culture is improved when we encourage, support, and respect the different skills and experiences represented within our workforce.

GiveWell is a research organization that identifies and funds cost-effective giving opportunities, focusing on global health and well-being. Our work is funded by tens of thousands of donors who rely on our research to inform their giving. We’ve grown from directing $1.5 million in 2010 to directing more than $400 million in 2025. Summary GiveWell is growing fast to move more donations to where we think they will do exceptional good for people in need. But it takes unique talent to thrive here, and finding those candidates requires much more than posting jobs and screening resumes. We're hiring a Senior Recruiter who will actively search for exceptional people, uphold an extremely high bar, and serve as a true thought partner to leaders across the organization — because the quality of our hires is key to how many lives we can save and improve. Why we're hiring for this role right now: GiveWell surpassed 100 employees in early 2026, and we’re continuing to grow. We have increased hiring goals in Operations and Outreach, and we’re building capacity to tackle that. As our hiring scales, we’re also investing in improving our approach with smarter sourcing, a stronger employer brand, and creating hiring infrastructure. This is a real opportunity to help shape what great recruiting looks like at a mission-driven organization that takes hiring seriously. The role As a Senior Recruiter, you’ll be a hunter for rare talent and the right organizational fit — one week building a sourcing strategy for a niche finance role, the next networking to find a senior communications candidate or learning a new function well enough to advise a hiring manager on what “great” looks like. You’ll own full-cycle recruiting for roles across GiveWell's Operations and Outreach functions — think Finance, Legal, Tech, Philanthropy, and Communications — and pitch in on research recruiting when needed. Day to day, you’ll work across multiple job openings on the following: - Partnering with hiring managers. You’ll collaborate closely with GiveWell leaders to define what they’re looking for in their new hires, guide them through our processes, monitor and surface trends in our talent pools, and make better hiring decisions. - Building our top of the funnel. You’re a hunter. You seek out passive talent through targeted sourcing, referrals, networking, and events and utilize all the tools at your disposal to prospect. You’ll get in front of high-quality candidates and creatively attract them to GiveWell, not just wait for them to trickle in. - Creating hiring infrastructure. Everything from crafting compelling job descriptions to designing interview plans that lead to stronger signals and less noise. You’ll help sharpen the tools we use to evaluate candidates, train hiring teams on how to use them, and measure their effectiveness. - Candidate management. You’ll be the point of contact for candidates at every point in our hiring process. You’re responsible for creating a candidate experience that is frictionless, speedy, and showcases GiveWell’s values and culture. - Assessing talent. You’ll use your strong judgement, curiosity, and critical thinking to assess talent. You’ll regularly lead screening interviews and be trusted to jump in at later stages as part of the hiring team that upholds GiveWell’s standards. - Project and timeline management. You keep hiring teams on track, loop in the right people along the way, and effectively manage competing priorities within the diverse teams you support. You’ll also plan substantial time thinking about our recruiting challenges, and contributing to our overall hiring strategy. Some of the questions you’ll focus on: - What makes our top performers unique, and where can we find more of them? You are obsessed with understanding the qualities, skills, and experiences needed to drive impact at GiveWell and it’s your mission to find more candidates who possess them and get them into our funnel. - How do we make better decisions, faster? You’ll track data, spot patterns, and help us understand which parts of our process are adding value and which aren’t. If we don’t have the right information to answer an important question, you’ll build the infrastructure to get it. - How can we set new hires up for success? Your job doesn’t ‘stop’ when an offer is signed. You’re focused on developing smooth handoffs, understanding new-hire sentiment and performance, and ensuring a warm welcome to GiveWell. - What could we be doing much better? This is harder to describe because it covers ~every strategic and tactical question we face. We want you to be thinking about all of it. Things like: Are we overweighting particular qualities and losing promising candidates without noticing? How could we run experiments on our hiring processes (randomization, A/B testing, sourcing campaigns) that actually give us useful information? About You The strongest candidates will have 3+ years of professional experience recruiting for hard-to-fill positions in a performance-driven environment. Beyond that, here’s what we’re really looking for: You’re excited about GiveWell’s mission and methods. You think GiveWell is doing something special, not just generically “doing good” and that matters to you, personally. You can explain what makes GiveWell different, and are fascinated by what makes a candidate successful here. You are intent on finding more top performers and won’t settle for less. You’re entrepreneurial and high agency. You are great at identifying opportunities to drive progress forward, faster. You notice gaps, ask good questions, and find solutions. If you’ve ever redesigned a broken process, built a sourcing strategy from scratch, or pushed back on a hiring manager because you had a better idea, that's the kind of energy we're looking for. Adaptability and curiosity. You adjust your approach to recruiting based on what each role and hiring manager actually needs — not a formula you apply to everything. You’re genuinely curious about the work happening across GiveWell, and that curiosity shows up in how you engage with candidates and hiring teams alike. Strong communication. You write and speak with accuracy and the right tone. Internally, that means being concise and specific. Externally, it means writing outreach that actually gets responses and navigating discussions with sophisticated candidates. Solid judgment. You’re an expert at assessing candidates’ behaviors and patterns and making excellent judgment calls, even in ambiguous situations. You personally hold high standards and seek to elevate the teams you support, and should have a point of view (that you can back up!) on what makes a strong candidate. Highly organized. You’re meticulous in how you prepare, document, and track your work. You love a well-run meeting and a clean spreadsheet. While not required, we’re particularly interested in candidates who possess: - Experience recruiting for a range of functions — operations, fundraising, finance, communications, tech, etc. in a high performing organization - Project/program management experience - Strong analytical skills: ATS reporting, spreadsheets, and translating numbers and patterns into decisions and insights - Experience working closely with executive-level leadership and cross functional stakeholders - Experience designing, conducting, and improving interview and assessment processes - An interest in HR Business Partner or Talent Development work - Familiarity with Greenhouse, LinkedIn Recruiter, or similar tools is a plus - Prior mentorship experience (or an interest in it!) Key Questions What are some of the reasons I might not like this role? GiveWell has a unique approach to hiring, and it’s possible that you’ll dislike it. For example, we tend to lean heavily into work trials and finding empirical evidence about the candidates we hire. We are rigorous in how we evaluate candidates, and hold really high standards, which can lead to longer hiring rounds with more steps than what is typical elsewhere. We’re extremely quality focused and would rather hold out for the right candidate than settle on someone who’s “mostly right.” - You’ll need to deeply understand our work and culture to succeed. We want you to be able to speak with candidates about our work and what makes GiveWell special, and provide useful input to hiring managers when we’re developing assessments and evaluating candidates. - You will be expected to hunt, not just farm. While we receive a high volume of inbound applicants, we are looking for recruiters who effectively source and attract candidates, not just wait for them to trickle in. - You’ll be collaborating with leaders with high expectations. We’re a founder-led, performance-driven culture and you’ll be collaborating with our executive team regularly in this role. Strong partnerships will depend on you building trust, leading with curiosity, and reliably delivering results. - You’ll be running hiring rounds from start to finish. We consider this a full-lifecycle role, which means you should be comfortable with things like scheduling, building out roles in Greenhouse, and day-to-day coordination with candidates. While you might have support from more junior colleagues, you’ll be expected to capably manage your own pipelines. What does growth look like in this role? GiveWell’s growing, and you’re going to help shape that. Your growth will be tied directly to the impact created by the people you help hire. Beyond day-to-day recruiting, you’ll have the opportunity to work on more strategic projects, including shaping our overall hiring approach and improving our employer brand. In this role you’ll also have significant exposure to executive leadership and many corners of our business. The talent acquisition team is doubling in 2026, which means there are clear opportunities for mentorship and potentially growing into a team leader. What does this interview process entail? We'll use a combination of interviews, written exercises, and work trials to assess the qualities described above. Past versions have looked like: - Simulating a hiring manager intake conversation - Walking through a sourcing strategy for a hard-to-fill role - Reviewing a job description or process and offering a critique - Writing a candidate outreach email or internal communication We'll share more specific details if we invite you to move forward, but our current plan is: - Screen with a member of the Talent Acquisition team - Career history interview with the Manager, Talent Acquisition - Work trial, which will include live conversations and written work - Values interview with VP, People - Final conversation with Manager, Talent Acquisition - References The details - Compensation: - NYC or the San Francisco Bay Area: $149,600 - All other U.S. locations: $136,000 - Benefits: Our benefits include: - Fully funded health, dental, vision, and life insurance (we cover 100% of premiums within the US for you and any dependents) - Four weeks of paid time off per year - 16 weeks of fully paid parental leave - Ergonomic home workstations or coworking space memberships - 403(b) retirement plan - Location: You must be based in the United States and can choose to work remotely, hybrid or in person at one of our offices located in Brooklyn, NY or Oakland, CA. - Flexibility: We support and encourage flexible working, including flexible hours, working remotely, and working from the office when you choose. The majority of our staff, including senior management, work flexibly in one way or another. - Travel: GiveWell hosts “Visit Weeks” twice a year in our Oakland, California, office and up to two annual departmental retreats. Attending these in-person opportunities will be important to fulfilling the goals of this role. Occasional additional travel may be helpful for conferences or recruiting events. - Visa sponsorship: We are not currently able to sponsor visas for this role. - Start date: We’d like a candidate to start as soon as possible after receiving an offer, but we’ll offer flexibility for candidates whose personal or professional circumstances require them to moderately delay their start date. We don't want to miss candidates who could do great things at GiveWell. If you're on the fence about applying because you meet some but not 100% of our preferred qualifications, we encourage you to apply anyway. GiveWell is an Equal Employment Opportunity employer by choice. We value our team's diversity in all respects and desire to maintain a work environment free of harassment or discrimination. If you need assistance or an accommodation due to a disability, contact us at careers@givewell.org. About GiveWell GiveWell is dedicated to finding and funding outstanding giving opportunities in global health and development, sharing the full details of our analysis with everyone for free. Our giving funds enable donors to contribute to the most impactful and cost-effective programs our researchers identify. Since 2007, we’ve directed over $2.6 billion to cost-effective programs and interventions. In the last two years, we’ve made more than $500 million in grants. GiveWell is one of the world’s largest private funders of global development efforts, and we estimate that the funding we’ve directed will save more than 340,000 lives. GiveWell is most well-known for recommending a small number of Top Charities, which currently support seasonal malaria chemoprevention, antimalarial nets, vaccine incentivization, and vitamin A supplementation. However, most of our research capacity is devoted to finding cost-effective opportunities outside of those programs. GiveWell grants have: - Helped governments to implement high-impact health programs, like in-line chlorination of drinking water in India and HIV/syphilis screening and treatment for pregnant people in Zambia and Cameroon. - Funded program delivery alongside strengthened monitoring and evaluation, as in our grants to support treatment of clubfoot and to evaluate the program. - Sought to scope and scale promising interventions that don’t have clear existing implementers. We are supporting the Clinton Health Access Initiative’s Incubator and Evidence Action’s Accelerator to identify potentially cost-effective interventions and create programs that we would be excited to support in the future. For example, we funded a program to provide diarrhea treatment to children in Nigeria that we co-designed with CHAI through the Incubator program. - Tested our assumptions through further research, including studies on the effect of water chlorination on mortality, the impact of a tree-planting program on farmers’ income, and the effects of combining the RTS,S malaria vaccine and perennial malaria chemoprevention. We never take for granted that GiveWell’s work is good for the world. We make our reasoning public and transparent so others can challenge it (sometimes we even pay people to point out our errors). We go to unusual lengths to check our assumptions and assess our impact, including funding research and external analysis to address our uncertainties and insisting that our grantees conduct rigorous monitoring and evaluation. We change our minds when the evidence demands it. Additional information We don’t want to miss candidates that could do great things at GiveWell. Practically, that means a GiveWell staff member reviews every application carefully, considering the whole picture of your background and potential. If you’re on the fence about applying because you meet some but not 100% of our preferred qualifications (some studies suggest this hesitation is especially common for women and people of color), we encourage you to apply anyway. GiveWell is an Equal Employment Opportunity employer by choice. At minimum, this means that we comply with all federal, state, and local EEO and employment laws. Beyond the requirements of those laws, we value our team’s diversity in all respects, and we desire to maintain a work environment free of harassment or discrimination—we want our team members to thrive at GiveWell. If you need assistance or an accommodation due to a disability, contact us at careers@givewell.org. We will consider employment for qualified applicants with arrest and conviction records. By submitting an application, you acknowledge that you have read and consent to GiveWell’s Privacy Statement for Applicants. By completing an application exercise, you acknowledge and assent to GiveWell’s Work Trial Policy.