Expert Recruitment Lead
About BetterFutureLabs
BetterFutureLabs is an AI venture studio. We build AI products, and we design and run AI training programs for enterprise teams, using the same tools internally that we teach.
Our programs are taught by Expert Builders: practitioners who do the work every day and also know how to teach it. They build the workshops and labs for their part of a program, then run the live sessions. Finding them is the hardest part of every program we run.
Curious to learn more about how we work? Check out Superpower AI.
The role
You run our process for finding, vetting, and hiring Expert Builders, from the first search to a signed contract, across every program we are staffing at once.
Our agentic AI recruitment process
We built an agentic AI recruitment process, and it already staffed a multi-track Google Cloud AI program at a large enterprise. Agents search every channel at once, check each candidate's facts against a second source, draft outreach tied to each person's real work, and track every round. That is how we staff a program in weeks, not months.
You are the person who powers it. You point the agents at the right search, judge what they find, catch what they get wrong, and do the parts only a person can do: the conversations, the judgment calls, and the relationships with the experts we hire. Our cofounders make the final hiring call.
How we work
We are a small, early-stage team, and we move fast.
- A program can go from a client's yes to its first live session in about two weeks. The right experts have to be found and signed inside that window.
- Speed matters, and so does getting it right. A fast hire who cannot teach costs us more than a slow one.
- You own your work end to end. If a step in the process is slow or broken, you fix it rather than wait to be told.
- Priorities shift as programs start and end, and you are comfortable with that.
- AI first, every day. When you catch yourself doing the same task a third time, you build a prompt or an agent for it.
What you will do
Turn a curriculum into a search.
Read the program's curriculum, pull out the exact skills and tools each part needs, and write the job posting and candidate profile from it.
Source in rounds.
Run agent-driven searches across LinkedIn, course platforms, YouTube, conference speaker directories, GitHub, Upwork, newsletters, meetups, and referrals from the Expert Builders we have hired. Go wherever the expertise actually lives, including channels nobody else is checking.
Verify before anyone is contacted.
Confirm each candidate's identity, location, current employer, teaching record, and contact details from a page you actually loaded, plus a second source. A confident claim from an agent is a lead, not a fact.
Apply the bar.
Advance people who have both halves: hands-on practice in the tools today, and a real teaching record we can watch. That rules out pure trainers, and also the very senior, who rarely want this work.
Run outreach.
Write messages tied to each person's real work, send them in tracked rounds by LinkedIn Recruiter and email, and follow up.
Move candidates through the ladder.
Send our written curriculum questions, run the first screening call against our scorecard, collect teaching videos, and schedule mock workshops and cofounder calls. Keep every candidate's experience fast and clear.
Keep the record clean.
One candidate tracker per program, updated the same day as every send, reply, and call.
Improve the process.
After each hire, write down what predicted success and what we got wrong, and fold it back into the playbook.
What we are looking for
- 3 or more years recruiting or sourcing technical talent, ideally for hard-to-fill roles. Recruiting instructors, contractors, speakers, or freelance experts is a strong plus.
- You use AI to multiply your own output. You have run agents, automations, or prompts that do real work (Claude Code, ChatGPT, or similar), and you check their sources before you trust a result.
- You have worked at a startup or another small, fast team, and you liked the pace.
- Fluent with LinkedIn Recruiter and boolean search, and creative beyond them.
- Technical enough to read a cloud, data, or AI curriculum and tell whether a candidate's work actually matches it. You do not need to be an engineer.
- A careful writer. Your outreach reads like it was written for one person, because it was.
- Organized. Your trackers are current and your follow-ups go out on time.
- Discreet. Our clients and partners are confidential, and this work depends on it.
Nice to have
- Experience in edtech, bootcamps, corporate training, or developer relations.
- Familiarity with the tools our programs teach, such as Google Cloud, Microsoft Copilot, ChatGPT, or Claude.
- Comfort working in a Git repository and a terminal. We will show you how ours works.
Logistics
Remote, United States.
Contract. Hours flex with how many programs are hiring at once.
You work directly with our cofounders.
How to apply
Send your resume or LinkedIn profile with short answers to these three questions. We read for specific detail, not polish.
Tell us about a hard-to-fill role you sourced. Where did you find the person you placed, roughly when, and what search did not work first?
Describe a time a source or a tool gave you a fact about a candidate that turned out to be wrong. How did you catch it, and what did you change afterward?
Pick a technical skill you have recruited for. Where would you look for someone who does it every day and also teaches it on the side?