🟣 Built in public. This is the actual operating system of Alembic’s talent team — the principles, scorecards, and process we use internally, published as we build it. Not a careers-page version.
Talent acquisition is really marketing and sales — and the best people deserve to see how a team actually works before deciding to join it. We also believe a principle we borrowed from our own engineering culture: Learn → Build → Share → Repeat. Publishing the playbook makes it better, and it finds us the people who already think this way.
Right now, we’re using it for the most self-referential search there is: we’re recruiting recruiters. Which makes this the one hiring process where the candidate can fully audit the hiring manager. Audit away.
Alembic raised a $145M Series B and expects to roughly double in the next year. Almost everything we’re hiring is technical — research engineers implementing causal mathematics in CUDA and C++, SREs running one of the world’s fastest private supercomputers, data-platform builders. The talent team is the unlock, and we’re hiring two people to build it with us:
| Role | Base + equity | Location | Apply by |
|---|---|---|---|
| Technical Recruiter | $125K–160K + equity | San Francisco, onsite (5 days) | Wed July 15, 9:00 PM PT — [LINK: Ashby listing] |
| Technical Sourcer | $110K–135K + equity | San Francisco, onsite (5 days) | Wed July 15, 9:00 PM PT — [[LINK: Ashby listing]](https://jobs.ashbyhq.com/alembic/5a6ebfcc-893f-447e-b8dd-7095895c2e44?utm_source=MJErVmg8z3) |
Every application is reviewed after the deadline. No prizes for applying first; the application questions are where to spend your energy.
The short version (the full version is in the team brief below):
📄 The team brief: