Senior Technical & Product Recruiter (Contract)

San Jose/ San Francisco Bay Area

interface.ai is the industry's-leading specialized AI provider for banks and credit unions, serving over 100 financial institutions. The company's integrated AI platform offers a unified banking experience through voice, chat, and employee-assisting solutions, enhanced by cutting-edge proprietary Generative AI.

Our mission is clear: to transform the banking experience so every consumer enjoys hyper-personalized, secure, and seamless interactions, while improving operational efficiencies and driving revenue growth.

interface.ai offers pre-trained, domain-specific AI solutions that are easy to integrate, scale, and manage, both in-branch and online. Combining this with deep industry expertise, interface.ai is the AI solution for banks and credit unions that want to deliver exceptional experiences and stay at the forefront of AI innovation.

Why this role exists:

Interface.ai is in full build mode, rapidly expanding our GTM, Product, and Engineering teams in San Jose, San Francisco, and India. We need a Senior Technical & Product Recruiter who can start delivering on day one—closing senior platform and staff engineers as well as principal product managers, keeping Greenhouse data spotless, and translating funnel metrics into clear, actionable insights for the CEO. A sharp sense of urgency, bias for action, and disciplined process are mandatory.

This role demands a master prospector: someone who knows where exceptional talent hides, turns every LinkedIn search into a warm conversation, and ignites employee-referral engines to keep the pipeline buzzing with hard-to-reach, high-caliber candidates. A sharp sense of urgency, bias for action, disciplined process, and relentless focus on quality are non-negotiable

We hire builders: people who move fast, take ownership, challenge the status quo, and obsess over quality. If you thrive on turning ambiguity into action, operate with grit and focus, and think like an owner, this is your place. You will solve problems without waiting for permission, bring bold ideas to the table, and raise the bar with every hire. We don’t wait for direction—we create it.

What you’ll drive:

  • Own full-cycle hiring for Staff/Principal Engineers, Platform Engineers, and Principal Product Managers in the U.S.

  • Run Greenhouse like mission control: build requisitions and interview plans, enforce scorecard completion, audit stages daily, and keep data clean enough to brief the CEO at a moment’s notice.

  • Move fast, decide faster: schedule within 24 hours, chase feedback the same day, and escalate blockers immediately—no role languishes in limbo.

  • Define the bar with hiring managers: lock must-have vs. nice-to-have skills, align on compensation, set SLAs, and hold leaders accountable for timely, calibrated decisions.

  • Source with intent: weekly outbound sprints on LinkedIn, GitHub, Product-Led communities, referrals, and competitor maps to keep a warm bench of both engineering and product talent.

  • Tell the data story: translate time-to-hire, submission-to-interview ratios, offer-accept rates, and diversity mix into clear next steps and course-corrective actions.

  • Deliver a standout candidate experience from first touch through negotiation—transparent, respectful, lightning-fast.

  • Advise on market intel: comp benchmarks, counter-offer risks, and regional talent trends for both engineering and product leadership.

What makes you a fit:

  • 7+ years recruiting top-tier tech talent; at least 2 years closing senior engineers and principal-level product managers in high-growth startups.

  • Proven record of delivering 24–36 senior hires a year (engineering and/or product) with ≥ 80 % offer-accept rate.

  • Expert-level Greenhouse operator who builds, fixes, and optimizes workflows without a manual.

  • Fluency in both deep engineering topics (distributed systems, cloud infrastructure, data platforms) and product-leadership competencies (road-mapping, GTM alignment, experimentation frameworks).

  • Natural bias for action and sense of urgency—you default to same-day follow-ups and next-hour scheduling.

  • Process-driven but adaptable: you enforce structure yet pivot fast when reality changes.

  • Confident communicator who can brief C-suite in five bullets and win alignment.

  • Experience recruiting across U.S. and India with sharp awareness of comp norms and cultural nuances.

Bonus points: =prior work in AI or fintech; strong Excel/Looker skills for ad-hoc analysis.

How success is measured:

  • ≥ 2 accepted offers per month across engineering and product leadership.

  • Time-to-hire for Staff+ and Principal PM: ≤ 45 days.

  • Offer-accept rate: ≥ 80 %.

  • Hiring-manager satisfaction: ≥ 4.5 / 5.

  • Pipeline diversity: demonstrable quarter-over-quarter improvement.

At interface.ai, we are committed to providing an inclusive and welcoming environment for all employees and applicants. We celebrate diversity and believe it is critical to our success as a company. We do not  discriminate on the basis of race, color, religion, national origin, age, sex, gender identity, gender expression, sexual orientation, marital status, veteran status, disability status, or any other legally protected status. All employment decisions at Interface.ai are based on business needs, job requirements, and individual qualifications. We strive to create a culture that values and respects each person's unique perspective and contributions. We encourage all qualified individuals to apply for employment opportunities with Interface.ai and are committed to ensuring that our hiring process is inclusive and accessible.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...
Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Interface AI’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.