About Comp AI

Most companies still do compliance by hand: manual evidence collection, copy-pasted policies, audit prep that pulls engineers off the roadmap.

Comp AI rebuilds that stack with AI agents that handle the busywork. We are the AI-native compliance and security platform, and one of the fastest-growing companies in the world: 0 to 700 customers in our first year, and still accelerating.

Our AI agents:

Collect evidence and map controls
Draft and maintain policies
Prep for audits
Continuously monitor posture against SOC 2, ISO 27001, HIPAA, GDPR, and whatever frameworks our customers need next

Compliance is the wedge, not the ceiling. We are building toward continuous, AI-driven cybersecurity: always on, and better the longer a customer uses it.

We move fast and hold a high bar. The team is small enough that each person’s work shows up directly in the product.

About the Role

This is the meta-hire. We’re scaling from 19 to roughly 40 people, and almost every plan we have is gated on one thing: how fast we can find, close, and onboard A-players.

You own that bottleneck. You run the full hiring pipeline for every open engineering role, end to end - sourcing, screening, candidate experience, and closing.

You won’t post a job and wait. Comp AI hires top engineers who want to build in person, on-site in Miami, and that talent is not browsing job boards.

You’ll build an outbound sourcing motion, write outreach engineers actually answer, and run a process that holds a high bar without slowing down. You report directly to Claudio (co-founder) and partner closely with Dan, our Operations Manager, and the engineering team.

You’re also building the machine itself: the pipelines, the scorecards, the interview loops, the data on what’s working. Decisions land in days, not quarters.

A candidate you source on Monday can be in a loop by Thursday and signed the following week. The hiring system you build is what lets the rest of the company grow.

We’re at Series A stage and scaling 19 to 40 this year - real ownership, meaningful equity, and Florida no-state-income-tax take-home. Title and level scale with experience.

How We Use AI

You don’t need to be an AI expert on day one; you need sharp full-cycle technical recruiting instincts and the appetite to work AI-first. We’ll get you fluent fast.

Use AI to source and research at scale: build and enrich candidate lists, surface non-obvious engineering profiles, and draft personalized outreach that reads like a human wrote it.
Use AI to compress the busywork: summarize screens, draft scorecard notes, keep candidates warm with timely follow-ups, and spot pipeline gaps before they become hiring delays.
Use AI to sharpen judgment, not replace it: pressure-test a role’s must-haves, model where the talent actually lives, and prep tailored technical interview questions per role.

AI accelerates the work; your judgment owns what ships.

What You’ll Do

Build pipeline through outbound sourcing

Own outbound as the primary channel: identify, research, and engage top engineers across the stack who aren’t actively looking.
Write outreach that earns a reply and represents Comp AI well - specific, human, and worth the candidate’s time.
Build and maintain a living pipeline for every open engineering role, so we’re never starting a search from zero.

Run a high-bar process at speed

Drive candidates end to end: screen, coordinate technical loops, gather structured feedback, and keep momentum so strong people don’t go cold.
Own candidate experience start to finish - fast, clear, respectful communication at every stage, including the no’s.
Close the hire: handle offers, navigate competing options, and sell the trajectory, ownership, and team.

Build the hiring machine

Stand up scorecards, structured technical interview loops, and intake processes that keep the bar high while we move fast.
Track pipeline health and report on what’s working: sourcing channels, conversion, time-to-hire, and where searches stall.
Partner with engineering hiring managers and the founders to scope roles sharply before the search starts.

You May Be a Good Fit If You Have

3+ years of full-cycle technical recruiting, owning engineering searches from sourcing through close, with a track record of closing strong engineers.
Demonstrated outbound sourcing skill for engineering talent - you build pipeline and engage passive engineering candidates, rather than waiting on inbound applications.
Enough technical fluency to screen engineers for real signal, hold a credible conversation about their work, and calibrate the bar with engineering hiring managers. You evaluate substance, not keywords.
A high bar for candidate experience, with examples of how you’ve kept it fast and respectful at volume.
Strong written communication and the organizational discipline to run many searches at once without dropping candidates.

A strong agency recruiter with a technical desk, ready to go in-house, can be a great fit here.

Strong Candidates May Also Have

In-house technical recruiting experience at a fast-scaling, high-growth startup.
A track record sourcing and closing across the engineering stack (backend, frontend, full-stack, infrastructure, ML/AI).
Comfort closing engineers who are weighing multiple offers, including competing big-tech compensation.
Experience recruiting in or relocating engineering talent to the Miami / South Florida market.
Experience standing up a technical recruiting function or process from scratch (scorecards, structured technical interview loops, applicant tracking).
Fluency with modern sourcing and AI-assisted recruiting tools, including technical sourcing (GitHub, Stack Overflow, engineering communities).
Experience hiring engineers for AI, security, or compliance-adjacent companies.

How We Work

You think like an owner. You treat open roles as your problem to solve, not a queue to process.
You move fast and close loops. Candidates and hiring managers always know where things stand.
You hold the bar. You’d rather keep searching than lower the standard, and you can defend why a candidate clears it - someone who would raise the average of the team they’re joining.

What This Role Is Not

Not a coordinator role. You’re not scheduling interviews behind someone else’s pipeline - you own the search.
Not keyword-matching. You understand engineering roles well enough to evaluate real signal, not screen on buzzwords.
Not post-and-pray. Inbound applicant review is a small slice; the job is outbound sourcing of engineers who aren’t looking.
Not agency-style volume placement. Success is the right hire per role, not a quota of submitted resumes.

Why Comp AI

Trajectory: Series A stage, scaling from 19 to roughly 40 people. You own the function that makes that growth possible.
Real ownership: you run engineering hiring end to end, and the system you build is the company’s growth engine.
Equity upside: meaningful ownership in a company growing fast, so your work compounds into real value.
Direct founder access: you report to a co-founder and partner with the leaders you’re hiring for - no layers between you and the decisions.
A state-of-the-art office in Aventura, in the heart of the Miami metro.

Compensation and Logistics

Base: $95,000 - $130,000, plus meaningful equity (~0.10% - 0.25%).

Florida has no state income tax, so a given base takes home meaningfully more than the SF or NYC equivalent.

Location: This is an on-site role, 5 days a week, at our Aventura office (Miami metro, between Miami and Fort Lauderdale). We build in person, and this role lives at the center of engineering hiring, which works best face to face with the founders and hiring managers.

Visa sponsorship: We don’t sponsor visas at this time.

Perks

Unlimited PTO on top of US federal holidays
100% covered health, dental, and vision
Quarterly team offsites to bond and have fun.
An exceptionally high-caliber team to learn from.

Technical Recruiter