Recruiter

Techolution is an AI engineering firm that takes enterprises from lab-grade AI to real-world, ROI-generating AI. Founded in 2015 and headquartered in New York, we work with Fortune 500 clients across healthcare, banking, retail, manufacturing, and government. Our portfolio spans BPA 4.0, our enterprise AI platform, along with Gemini Enterprise onboarding, AI-Shore managed services, application and data modernisation, cloud transformation, conversational AI, and computer vision. What sets us apart is that we commit to outcomes rather than effort, delivering at a guaranteed price with a fixed-bid model that puts the R&D risk on us instead of the client. We are growing fast at something genuinely difficult, and that is what makes it worth doing.

That means the people we hire are hard to hire. The roles are new, the skills are new, and the pool is thin. Most recruiters in this market cannot screen for them because they do not understand them well enough to know what to ask. There is no template for finding these people. Somebody has to build one.

This is a 6 months internship to hire with a FT conversion opportunity. Remote.

The mindset we need:

• If your instinct on hearing "we need to hire someone" is to open a job board, this will not work. The instinct we need is: what is this role actually for, what does failure look like, and what is the filter that catches it.
• Filling seats is not the outcome. Hires who perform is the outcome. Those are different jobs and they have different processes.
• You will be corrected. Directly, and in one line. We do not soften feedback here. We expect you to absorb it, tighten the next version, and move. If you need the correction wrapped in praise before you can hear it, the pace of this role will hurt.
• Data argues. Opinions do not. Every filter we set has a traceable origin in something that went wrong before. We do RCA on bad hires and we redesign the screen. Bring evidence or bring nothing.
• Curiosity about technology is not optional. You will not be evaluating code. You will be building the process that lets someone else evaluate it, which means you have to understand enough to know what to ask.

What you will actually do

• Sit with engineering owners and calibrate the bar. You will run intake with the people who own the work, not with HR. You will make them rate each competency. That number, not a generic JD, drives everything downstream.
• Build the full recruiting stack before the funnel opens. ICP with skill weightings. Tiered boolean strings. Outreach variants. Screening question sets. Panel scorecards. All of it exists before the first candidate enters.
• Run make-and-break calls. Fifteen minutes, real candidates. You surface the band, the shift, and the notice period, and you break it cleanly when it does not work. Softening the break and leaving someone with false hope is the failure mode we care most about.
• Run screening calls. An hour each. You will not be judging the depth of a technical answer yourself. You will build the process so a technical stakeholder can, and you will hold the brief in your head while you do it.
• Head-hunt the people who do not answer job posts. When the boolean returns 4,000 you layer. When it returns 12 you broaden and filter manually. Knowing which is which is the skill.
• Own the panel. Scheduling, showing up, collecting feedback, and escalating when a panelist cancels for the third time. That escalation gets written as a binary choice so nobody can reply vaguely.
• Submit to stakeholders. A submission packet that a COO reads and acts on. Strengths and gaps both stated plainly. A submission that reads like a sales pitch is a submission that gets ignored.
• Feed the failures back into the process. A panel rejects a candidate, that feedback tightens the screen. The process compounds or it stagnates.

Who this is for:

• An engineer or CS grad who found out you like shaping the problem more than implementing it, and you want to work at the front of the pipeline rather than inside it
• A management or consulting background with real research and synthesis muscle, looking for a faster feedback loop than a slide deck
• Someone who has done high-volume, high-stakes voice work and now wants the part of it that requires judgment

What we are not looking for: someone whose reason for choosing recruitment is that they like people. Everyone likes people. We need someone who likes getting it right.

What you get:

• You will learn how an AI engineering company actually hires, on live technical roles, with real ownership from week one. You will be on calls with candidates within your first month. You will own a requirement end to end before six months are out.
• You will get direct, unfiltered feedback from someone who cares more about you being good at this than about you being comfortable.
• Six months. Remote. Converts to full-time for anyone who earns it.

The assessment process for this role is demanding and it is meant to be. It is also honest with you about the job before you take it, which is more than most processes will do. If you want to find out whether you can be excellent at something difficult, apply.