LATAM · Fully Remote · Part-Time
FutureProofing builds AI-native founding teams for ambitious startups, enterprises, and innovation organizations. We bring together AI engineers, technical product leaders, and AI-native workflows to help organizations move from strategy and ideas to production systems in weeks, not months.
But none of that works without the right people in the pipeline. Right now, talent is our bottleneck.
We're looking for an AI Recruiter who can screen quickly without cutting corners, understands what real AI engineering depth looks like, and is comfortable giving a clear “no” to a likeable candidate who simply doesn't meet the bar.
This is not a high-volume, keyword-matching recruiting role. We're looking for someone who treats every screen as a real evaluation, not a formality—and who uses AI tools as naturally in their own workflow as the engineers we place use them in theirs.
We're receiving a high volume of inbound candidate interest, and our current recruiting capacity isn't enough to keep up.
That creates real risk:
Great candidates sitting too long in the pipeline
Strong talent being lost because we don't move quickly enough
Recruiting decisions becoming less rigorous under volume
FutureProofing assembles AI-native founding teams to build products, platforms, and AI capabilities for ambitious organizations.
We work with:
Startups
Enterprises
Consultancies
Biotech companies
Nonprofits
Innovation teams
Our goal is simple: help organizations move quickly from strategy to production.
We operate with:
High trust
High ownership
A bias toward action
Ambiguity is normal here.
The people who thrive at FutureProofing are proactive, technically curious, and comfortable creating structure where none exists—including in how their own role evolves.
Demonstrated experience using AI tools in your recruiting workflow, whether for sourcing, screening, evaluation, or process automation
Ability to speak about a time when an AI tool got something wrong—and how you caught it
Experience with structured, multi-stage, or rubric-based hiring processes, not just credential or keyword-based screening
A track record of managing high-volume pipelines (200+ candidates per month) through systems and process
Demonstrated ability to deliver a clear, direct “no” to candidates who don't meet the bar
Genuine, self-directed curiosity about AI and technology
Prior experience recruiting technical or engineering talent
Experience recruiting for embedded teams, consulting, staff augmentation, or similar environments
Experience operating in a fast-moving, resource-constrained environment
Comfort working without extensive institutional processes or predefined playbooks
Tell within one conversation whether someone's AI experience reflects real depth or surface-level exposure
Run a rigorous, structured screen without sacrificing speed
Hold a decision under pressure—even when the candidate is highly likeable and the pipeline is thin
Build and manage your own system for tracking a large candidate pipeline
Use AI tools as part of your daily workflow while knowing when to double-check their output
A process-first approach to recruiting
High personal standards for what “qualified” really means
Strong organizational discipline under real volume
Clear, direct communication—even when delivering difficult feedback
Genuine interest in AI and where the industry is heading
This role is likely not a fit if:
You prefer a slower, highly relationship-driven recruiting process over a fast-moving, high-volume environment
You're more comfortable with credential-based or single-criterion screening than layered evaluation
You haven't yet incorporated AI tools into your day-to-day workflow
You rely primarily on memory rather than systems to manage your pipeline
Your default instinct is to find a reason to say yes rather than protecting a clearly defined hiring bar
Within your first month, you'll be expected to:
Get fully up to speed on what “good” looks like for our AI Engineer roles
Demonstrate that understanding in live candidate screens
Bring the active recruiting pipeline current
Establish a reliable, system-based process for managing candidates going forward
Independently screen candidates and confidently advance or reject them based on our seniority framework
Identify coverage gaps and create clean handoffs during hours you're not actively covering
You won't be screening resumes in a vacuum.
You'll be one of the first filters determining who becomes part of the AI-native teams we build for our clients.
The standard you hold will directly shape what FutureProofing is able to deliver.
If you care about:
Identifying genuinely strong technical talent
Holding a high bar
Moving fast without becoming careless
Building better recruiting systems
And using AI to make your work smarter
This role was built for you.
Apply and tell us how you've used AI to improve your recruiting workflow—and one example of when you knew the AI got it wrong.
