Technical Recruiter (Contract)

Construction is the 2nd largest industry in the world (4x the size of SaaS!). But unlike software (with observability platforms such as AppDynamics and Datadog), construction teams lack automated feedback loops to help projects stay on schedule and on budget. Without this observability, construction wastes a whopping $3T per year because glitches aren’t detected fast enough to recover.

Doxel AI exists to bring computer vision to construction, so the industry can deliver what society needs to thrive. From hospitals to data centers, from foreman to VPs of construction, teams use Doxel to make better decisions everyday. In fact, Doxel has contributed to the construction of the facilities that provide many of the products and services you use everyday.

We have classic computer vision, deep learning ML object detection, a low-latency 3D three.js web app, a complex data pipeline powering it all in the background. We’re building out new workflows, analytics dashboards, and forecasting engines.

We’re at an exciting stage of scale as we build upon our growing market momentum. Our software is trusted by Shell Oil, Genentech, HCA healthcare, Kaiser, Turner, Layton and several others. Join us in bringing AI to construction!

The Role

Doxel is looking for a Senior GTM Recruiter to build and scale our go-to-market and G&A hiring engine. As Doxel’s first dedicated GTM/G&A recruiter, you’ll partner closely with our Technical Recruiter to lead full-cycle hiring for go-to-market and G&A roles, while also playing a strategic role in headcount planning, role design, and compensation benchmarking.

You’ll partner directly with senior leadership to shape how Doxel attracts, evaluates, and hires top talent. As we scale, you’ll flex across Sales, Customer Success, Marketing, RevOps, Partnerships, and future G&A roles—making this a uniquely high-impact seat in Doxel’s growth story.

This role is ideal for someone who has built recruiting from the ground up in a scaling SaaS company and wants both ownership and a strategic voice at the table.

This is not just a recruiting role—you will help shape how Doxel grows.

What You'll Do

Own full-cycle technical recruiting

Conduct full-cycle recruiting across Engineering, Product, Data/ML, Design, and IT/Security roles, from intake through offer

Proactively source and engage candidates through job boards, sourcing tools, technical communities (e.g., GitHub), referrals, and outbound outreach

Build and maintain talent pipelines for current openings and anticipated future hiring needs across multiple technical functions

Deliver a best-in-class candidate experience that strengthens Doxel's technical talent brand

Drive recruiting process and rigor

Partner with hiring managers to define role scope, must-have skills, and calibrated interview loops across functions

Help build sourcing playbooks and technical screening frameworks in partnership with Recruiting team and Technical leadership

Use recruiting data (pipeline conversion, time-to-fill, source effectiveness) to improve speed and quality of hiring

Maintain ATS hygiene and reporting so hiring status is visible and accurate

Be a trusted partner to technical leadership

Advise hiring managers on market conditions, competitive offers, and realistic timelines

Help calibrate leveling and interview standards across roles and functions

Flag pipeline or market risks early so leadership can adjust hiring plans

What Success Looks Like

Technical hiring runs with speed, consistency, and a strong bar across all functions

Hiring managers trust your read on candidates and market conditions

Time-to-fill decreases while quality-of-hire and candidate experience improve

Recruiting process is documented, repeatable, and scales as the team grows

What You Bring

5+ years of full-cycle technical recruiting experience in high-growth SaaS/startup environments

Experience recruiting across multiple technical functions (Engineering, Product, Data/ML, Design, IT/Security)

Comfortable sourcing passive candidates directly, not just relying on inbound

Working knowledge of technical role requirements well enough to screen for skill and calibrate seniority across functions

Proficiency with ATS (e.g., Lever, Greenhouse) and sourcing tools (LinkedIn Recruiter, GitHub, etc.)

Strong communication skills; comfortable pushing back on hiring managers as needed

Full-time contract, 3–6 months with potential for extension