Talent Acquisition Specialist

About Bria

Bria is a pioneering enterprise-grade Generative AI platform founded 5 years ago and backed by prominent investors, including Intel Capital, GFT, Entree Capital, and Getty Images. Our platform empowers builders in enterprises to build and integrate Gen AI-based solutions without the risks of copyright, privacy, or AI regulatory violations while ensuring controllable and predictable content generation. At the core of our technology lies a groundbreaking attribution engine that solves one of the hardest challenges in generative AI - fair compensation for artists and data owners whose work contributes to AI training. This commitment to responsible AI isn't just a feature; it's fundamental to our DNA, enabling a sustainable AI economy where Gen AI technology, data ownership, and responsible AI participation coexist.

We serve innovative enterprises across various sectors, providing them with a comprehensive suite of GenAI tools, including image generation, editing, and tailored generation capabilities using API, source code available, or DIY approaches, all built on top of our proprietary foundation models trained on 100% licensed data. Our platform is trusted by industry leaders, including Publicis, WPP, Universal Music, Getty Images, P&G, and Renault, to name a few, who rely on Bria to power their next generation of AI-driven products and services while maintaining full compliance and brand consistency.

We're in hypergrowth mode, and we need a recruitment rockstar who knows how to scale talent acquisition at breakneck speed.

The Challenge: Build a Recruitment Machine That Scales

We're not looking for just another recruiter.
We need someone who's been in the trenches of a high-growth AI/tech company and knows exactly how to build a recruitment engine from the ground up.

You've seen what happens when a company goes from 50 to 200+ employees in 18 months. You know the difference between recruitment that scales and recruitment that breaks. You've built pipelines that deliver consistent quality while moving at startup speed.

If you've never built a recruitment machine during hypergrowth, this role isn't for you.

What We're Looking For: A Recruitment Machine Builder

You Know Your Stuff Because You've Done It Before:

• Built recruitment infrastructure at a similar-stage AI/ML/tech company during hypergrowth
• Designed and implemented scalable sourcing strategies that actually work at volume
• Created recruitment pipelines that deliver predictable results, not just random hires
• Mastered advanced sourcing techniques beyond basic LinkedIn searches
• Implemented data-driven recruitment processes with meaningful metrics that drive decisions

You're a Strategic Operator, Not Just an Order Taker:

• Build talent pipelines before positions open because you understand market dynamics
• Influence hiring strategy based on market intelligence and competitive analysis
• Design candidate experience that converts top talent in competitive markets

Key Responsibilities: Own the Entire Recruitment Engine

Strategic Talent Planning & Pipeline Building

• Anticipate hiring needs and build talent pipelines before requisitions open
• Map the competitive landscape and understand where the best talent works
• Design sourcing strategies for hard-to-find AI/ML engineers, product leaders, and sales talent
• Build long-term relationships with passive candidates who aren't ready to move... yet

High-Volume, High-Quality Execution

• Manage open positions simultaneously without dropping the ball
• Source candidates using advanced techniques: Conference networking, referral programs, direct outreach campaigns
• Run efficient interview processes that move fast while maintaining quality standards
• Close communication with candidates who have multiple offers, because you know how to sell the vision

Recruitment Infrastructure & Process Design

• Build scalable interview processes that work for both technical and non-technical roles
• Create feedback loops that continuously improve your recruitment effectiveness

Data-Driven Optimization

• Track metrics that matter: time-to-hire, source effectiveness, interview-to-offer ratios, candidate quality scores
• Analyze market data to adjust compensation recommendations and sourcing strategies
• Provide market intelligence that influences business decisions about team structure and timing
• Optimize continuously based on what the data tells you, not what feels right

Who You Are: The Profile of a Recruitment Machine Builder

Proven Track Record:

• 3+ years of high-growth tech recruitment with at least 2 years at an deep complex product company
• Built recruitment from 0→1 or scaled from 50→200+ employees
• Recruited technical talent in competitive markets (AI/ML engineers, senior developers, product leaders)
• Closed candidates with multiple competing offers in hot markets

Hypergrowth Experience:

• Startup/scale-up DNA: comfortable with ambiguity, rapid change, and wearing multiple hats
• Speed + quality: can move fast without sacrificing standards
• Cross-functional collaboration: works seamlessly with engineering, product, sales, and marketing teams

Essential Skills:

• Fluent Hebrew and English
  (we operate globally)
• Data-driven mindset
  (decisions based on metrics, not gut feelings)
• Relationship building
  (can develop long-term talent relationships)
• Proficiency with ATS systems and recruitment tools (Spark Hire, LinkedIn Recruiter, etc.)

Ready to build the recruitment engine that powers Bria's next phase of growth?

We want someone who's done this before and knows exactly what it takes to scale talent acquisition in a competitive market. If that's you, let's talk