Talent Engineer

Ambrook helps American family-run businesses become more profitable and resilient.
From volatile markets to climate shifts, independent operators face mounting pressure. While sustainable investments often yield the best long-term returns, they require financial clarity and capital that fragmented legacy systems can’t provide.
We are rebuilding the financial infrastructure that real economy operators rely on. By replacing paperwork with modern tools for accounting, banking, and spending, Ambrook gives owners the data they need to prove viability to lenders and the next generation. We empower the stewards of land and labor to make confident investments in their future.
We’re a Series B startup backed by Lachy Groom, Thrive Capital, Dylan Field, Thomson Reuters Ventures, Cameron Ventures, and leaders at Notion, Gusto, and Vercel. We’re looking for team members to help us untangle the intersection of American industry, climate, and the economy.

Right now, recruiting teams are using AI to do the same work a little faster. This job is about building the systems that actually do the work: sourcing, follow-ups, tracking, reporting, all running on their own.

When the machine handles that, you get precious time back for the good stuff: the conversations, deciding who's really right for a team, and sharing the mission. A chance to use technology to make recruiting more human than it's been in a long time.

You'll work with our founding recruiter, building the automations, agents, and systems that take the grind out of hiring. We already build with Claude, Zapier, and Ashby, and we'll get you set up on GitHub and building in your first week.

• Build systems that run on their own. Design the loops that source, reach out, and follow up on a cadence, holding state and getting sharper over time. The system notices who's paying attention, the ones who opened and clicked but never replied, and follows up. Manufacture serendipity.

• Clear the busywork. Build the enrichment and prep that gathers context automatically, so the humans always walk in informed and time goes to the people worth talking to.

• Make the funnel talk. Create reporting loops that watch the pipeline and automatically flag when something's off, so a bad trend shows up on a Monday instead of in a retro six months later.

• Build a network cultivation system. Orchestrate the system that catches talent at the right moment, a work anniversary or a team change, so good intros happen on time instead of by luck.

The title is new, so the right person might come from a few different places. A few we'd be glad to hear from:

• A recruiter or sourcer who builds. You were never content to do it all by hand. You're reaching for AI sourcing tools, Clay, or your own homebrew systems before you reach for busywork.

• A recruiting or talent-ops person who sees the future. You've already wired AI into your day-to-day, and you treat recruiting as a data and systems problem.

• An engineer who recruits. You've found your way to recruiting and seen the impact you can have by bringing the right people onboard.

What matters is that you can build, and that you care enough about the person on the other side of the process to leave it better, not just louder. The system exists to earn and elevate the human conversation, not replace it.

We're looking for a builder with real judgment about people. A few things that would make you a great fit:

• You build with AI, not just use it. You've automated part of a sourcing or coordination workflow, and you can say exactly what it unlocked.

• You think in systems, not one-offs. You'd rather build the thing that runs on its own every week than do the same task by hand again.

• You run a clean kitchen. You can't leave a messy pipeline alone. Bad data, a broken stage, a mistagged source, it gnaws at you until it's fixed, because everything you build sits on that data being right.

• You know enough about technical work to talk credibly with engineers about what they do and why it matters.

• You're comfortable building while the function is still taking shape.

• Familiarity with LinkedIn and tools like Juicebox, Metaview, Pin, or Gem is a plus, along with sourcing experience in fintech, GTM, or early-stage startups.

Benefits

• Competitive salary

• Health insurance

• 401(k) with matching contribution

• Flexible vacation time

• Flexible work hours

• A desk at Ambrook’s NYC, SF, or Denver office.

• Wellness stipend

• Professional development stipend

Our values

• Real Talk – We create space for ourselves and others to be straightforward, vulnerable, and accountable.

• Reach Understanding – We are driven by curiosity and empathy to learn about our customers, team, and world.

• Be Proactively Resourceful – We are internally motivated and externally empowered to identify opportunities and solve problems.

• Derisk Thoughtfully – We lean into the biggest risks we face as a company and put in the work to address them systematically.

• Find the Positive-Sum – We believe in creating incentive structures that align the needs of our company, our customers, and our planet.