MercorTechnical Recruiter
Mercor is hiring a Technical Recruiter in New York, United States. It pays $160k-$250k a year and Level rates it ; you can apply on Mercor.
Level's read on this job
- On Level's scale, this HR role is Little AI ●○○○: aI is not part of the work.
- Pay on this posting starts 33% higher than the typical HR posting on Level.
- The posting mentions technical recruiting, full cycle recruiting and sourcing among its tools and skills.
- Mercor has 107 other open roles on Level.
- Posted in the last few days.
AI in this role
Own full-cycle technical recruiting for engineering and AI roles at a leading AI data company.
Mercor's mission is to organize human intelligence to power the AI economy. We're a leading AI data company, building the layer between human expertise and frontier models. Millions of domain experts on the platform are paid over $4 million per day to train frontier AI models. Mercor's APEX benchmark family measures AI's real-world impact on professional work. Mercor Enterprise brings this same infrastructure to Fortune 500 companies: helping companies capture how their best people actually work, translating that expertise directly back into agents.
Mercor is creating a new category of work where expertise powers AI advancement. Achieving this requires an ambitious, fast-paced and deeply committed team. You’ll work alongside researchers, operators, and AI companies at the forefront of shaping the systems that are redefining society. Mercor is a profitable Series C company valued at $10 billion. We work in-person five days a week in our San Francisco, NYC, or London offices.
About the Role
As a Technical Recruiter at Mercor, you’ll own full-cycle hiring across critical technical functions, partnering directly with the VP of Engineering, CTO, and engineering leadership. You’ll play a foundational role in shaping our engineering organization as we scale one of the fastest-growing companies in the world.
What You’ll Do
Own full-cycle recruiting across software, machine learning, research, infrastructure, security, and leadership roles.
Partner directly with the VP of Engineering, CTO, and Engineering Managers to define headcount plans, role outcomes, success profiles, and the hiring bar. Prioritize reqs against business goals.
Build top-of-funnel through targeted passive outreach, talent intelligence, referrals, events, and Mercor’s own product (structured screens, automated work samples, and calibrated rubrics).
Source and close passive, high-bar candidates. Lead with a compelling narrative, handle objections, and drive offer strategy and negotiations aligned to leveling, comp bands, and market data.
Design assessments that predict on-the-job performance. Define competencies, calibrate rubrics, and keep raising signal quality.
Coach hiring managers and interviewers on structured interviewing, leveling, and decision hygiene.
Operationalize hiring systems. Track and optimize pass-through rates, time-in-stage, source yield, and diversity signals, and report weekly and quarterly with clear metrics and narrative.
Champion speed and quality: drive SLAs for same-day debriefs and fast offers, and maintain a consistently strong candidate experience.
Maintain a mapped bench of high-potential talent for critical and future roles.
Build Mercor’s brand with top technical talent through campaigns, content, communities, and events. You’ll be a face of Mercor for the engineers and researchers we want most.
Partner on dashboards, metrics, and process automation in Ashby and other recruiting systems.
What We're Looking For
6+ years of full-cycle technical recruiting, ideally in high-growth or deep-tech environments.
Deep familiarity with technical roles: SWE, MLE, Research, Applied AI, Security, Infrastructure, and TLM.
A proven track record of sourcing and closing passive candidates for high-bar IC and leadership roles.
Demonstrated ability to build and scale hiring systems, identify the right metrics, and make data-driven decisions.
Fluency with structured interviewing, competency rubrics, and recruiting analytics.
Strong communication skills and the ability to influence senior stakeholders, including the VP of Engineering, the CTO, and cross-functional leaders, at pace.
Commitment to inclusive hiring and an excellent candidate experience.
Familiarity with Ashby, or the ability to pick up new tools quickly.
Nice to Haves
Experience as a founding technical recruiter or early-stage builder.
Experience hiring ML researchers or research engineers at an AI lab.
Interest in the human data / AGI space.
A technical degree or professional engineering experience.
Compensation & Benefits
Bi-annual performance bonus structure
Generous equity grant vested over 4 years
Up to $15k Relocation bonus
$10K housing bonus (if you live within 0.5 miles of our office)
$1.5K monthly stipend for meals
$200 monthly laundry reimbursement
$200 monthly personal wellness reimbursement
Health, Dental, Vision insurance
How we rate this
Technical Recruiter at Mercor rates 20 out of 100 for how much of the daily work is AI. That makes it Little AI (AI Level 1 of 4). The level is about AI in the job, not seniority.
Little AI. AI is not part of the work.
- ●●●● Builds AI80 to 100
- ●●●○ Works on AI60 to 79
- ●●○○ Uses AI40 to 59
- ●○○○ Little AI0 to 39
Levels come from how often the tools, models and workflows of the role are named in the posting itself. Read the description and count the AI tools, models and workflows it names.
Prepare for this job
Built from this posting and from similar jobs on Level.
Skills and AI tools this role asks for
Also common in HR jobs at this level
Pay
- This job starts at
- $160k
- Typical HR job
- $120k
This posting starts 33% above the typical HR job. See HR jobs
Questions you could be asked
- Tell me about a project where technical recruiting was part of your work. What did you do?
- Tell me about a project where full cycle recruiting was part of your work. What did you do?
- Tell me about a project where sourcing was part of your work. What did you do?
Adapt your resume
- List these exact terms on your resume: Technical Recruiting, Full Cycle Recruiting, and Sourcing. An applicant tracking system matches the wording, not the idea.
- Attach one line of real, concrete experience to at least one of them. A tool named with nothing behind it rarely survives a human read.
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