Founding Talent Partner

ABOUT AIUC Our mission is to underwrite superintelligence https://underwriting-superintelligence.com/. We red-team, certify, and insure agents, e.g. ElevenLabs https://www.linkedin.com/posts/matiii_a-first-for-the-industry-voice-agents-built-ugcPost-7429909704266653696-d7Ac?utm_source=share&utm_medium=member_desktop&rcm=ACoAABaw0-sBnn0CU9SIZf2TfDwTKAAbDaEqsss, UiPath https://www.uipath.com/, Intercom http://intercom.com/. 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 https://www.aiuc-1.com/, with 100+ CISOs from the Fortune 1000 https://www.aiuc-1.com/consortium. Our team comes from Anthropic http://anthropic.com/, McKinsey http://mckinsey.com/, METR http://metr.org/, Weights & Biases https://wandb.ai/site/, Perplexity https://www.perplexity.ai/, Thiel Fellowship https://thielfellowship.org/, etc. Nat Friedman https://nat.org/ led our $15m seed. Read more here https://open.spotify.com/episode/0FJEDsKalxJ1j4PjO7F4Cn?si=e14469cc5b1f496c, here https://whyyoushouldjoin.substack.com/p/aiuc, here https://forrealai.substack.com/p/why-aiuc-is-one-of-the-most-agi-proof. THE ROLE We’re rapidly expanding the team across marketing, GTM, operations, and product all at once & are looking for a Founding Talent Partner. You’ll 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. - Own full-cycle recruiting across non-technical roles, from role intake and calibration through sourcing, outreach, screening, process management, offer strategy, close, and candidate experience. - 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. - 5–7 years of full-cycle recruiting experience in high-growth technology, with a focus on early-stage GTM hires, senior operators, and candidates from consulting, banking, or VC backgrounds. (Impact matters more than years.) - Exceptional communication. You can convey the AIUC mission and open roles to a security engineer and a McKinsey principal alike, making each feel like the opportunity was written for them. - Comfortable managing high volume and complexity without letting quality slip. - A builder's mindset. you're excited to create a non-technical hiring playbook from scratch, track what's working, pattern-match across searches, and iterate quickly. Bonus points if - You have worked alongside high-growth SaaS sales organizations, come from a consulting background, or bring meaningful exposure to international markets. - You have integrated AI into your recruiting workflows or have experimented with agents and automation tools to make your process faster and smarter. COMPENSATION & PERKS - Annual salary as above - Equity is a significant part of total compensation, in addition to salary - Generous health, den