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Why this grade This listing scored 18/100, which is an F. It lost the most ground on pay transparency. See the breakdown
- Description depth 20 / 20 How much the posting actually says about the work, measured in characters of real text.
- Remote clarity 8 / 15 Whether "remote" means anywhere, or is quietly restricted to one country.
- Corroboration 5 / 10 Whether more than one source carries this listing.
- Role specificity 0 / 10 Whether the listing is tagged well enough to tell what the role actually is.
- Freshness 0 / 15 How recently it was posted. Older postings are likelier to be filled or abandoned.
- Pay transparency 0 / 25 A published salary range, worth more than any other single factor because it is what a candidate cannot find out without applying.
-15 Ghost-job penalty — Deducted for signals that this posting may not be a real, currently-open role — staleness, repeated relisting, or talent-pool language.
Every figure above is arithmetic over the posting itself — its salary field, its text, its age, its tags and how many sources carry it. How the grades work →
About A1
Our mission is to help in distributing intelligence to the world. A1 is building a proactive AI smart assistant for everyday users to bring intelligence to conversations, errands, organising and workflows.
Our product focuses on achieving high reliability for long-running workflows, persistent context, and real-world task completion. The system must handle multi-step reasoning, interact with external tools, and remain reliable despite non-deterministic model behavior.
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.
Originally posted on Himalayas
Apply for this role Opens himalayas.app — the link as listed; we have not yet verified it is the employer's own page
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Where this listing came from
- 07 Jul 2026 Himalayas first sighting
Seen on 1 board over 0 days.