Founding Recruiter in Aventura, Florida at Comp AI

Most companies still do compliance by hand: manual evidence collection, copy-pasted policies, audit prep that pulls engineers off the roadmap.

Comp AI rebuilds that stack with AI agents that handle the busywork. We are the AI-native compliance and security platform, and one of the fastest-growing companies in the world: 0 to 700 customers in our first year, and still accelerating.

Our AI agents:

• Collect evidence and map controls
• Draft and maintain policies
• Prep for audits
• Continuously monitor posture against SOC 2, ISO 27001, HIPAA, GDPR, and whatever frameworks our customers need next

Compliance is the wedge, not the ceiling. We are building toward continuous, AI-driven cybersecurity: always on, and better the longer a customer uses it.

We move fast and hold a high bar. The team is small enough that each person’s work shows up directly in the product.

This is the meta-hire. We're scaling from 19 to roughly 40 people, and almost every plan we have is gated on one thing: how fast we can find, close, and onboard A-players.

You own that bottleneck. You run the full hiring pipeline for every open role across engineering, go-to-market (GTM), and ops, end to end - sourcing, screening, candidate experience, and closing.

You won't post a job and wait. Comp AI hires top talent who want to build in person, on-site in Miami, and that talent is not browsing job boards.

You'll build an outbound sourcing motion, write outreach people actually answer, and run a process that holds a high bar without slowing down. You report directly to Claudio (co-founder) and partner closely with Dan, our Operations Manager.

You're also building the machine itself: the pipelines, the scorecards, the interview loops, the data on what's working. Decisions land in days, not quarters.

A candidate you source on Monday can be in a loop by Thursday and signed the following week. The hiring system you build is what lets the rest of the company grow.

We're at Series A stage and scaling 19 to 40 this year - real ownership, meaningful equity, and Florida no-state-income-tax take-home. Title and level scale with experience.

You don't need to be an AI expert on day one; you need sharp full-cycle recruiting instincts and the appetite to work AI-first. We'll get you fluent fast.

• Use AI to source and research at scale: build and enrich candidate lists, surface non-obvious profiles, and draft personalized outreach that reads like a human wrote it.
• Use AI to compress the busywork: summarize screens, draft scorecard notes, keep candidates warm with timely follow-ups, and spot pipeline gaps before they become hiring delays.
• Use AI to sharpen judgment, not replace it: pressure-test a role's must-haves, model where the talent actually lives, and prep tailored interview questions per role.

AI accelerates the work; your judgment owns what ships.

Build pipeline through outbound sourcing

• Own outbound as the primary channel: identify, research, and engage top talent across technical and go-to-market roles who aren't actively looking.
• Write outreach that earns a reply and represents Comp AI well - specific, human, and worth the candidate's time.
• Build and maintain a living pipeline for every open role, so we're never starting a search from zero.

Run a high-bar process at speed

• Drive candidates end to end: screen, coordinate loops, gather structured feedback, and keep momentum so strong people don't go cold.
• Own candidate experience start to finish - fast, clear, respectful communication at every stage, including the no's.
• Close the hire: handle offers, navigate competing options, and sell the trajectory, ownership, and team.

Build the hiring machine

• Stand up scorecards, structured interview loops, and intake processes that keep the bar high while we move fast.
• Track pipeline health and report on what's working: sourcing channels, conversion, time-to-hire, and where searches stall.
• Partner with hiring managers and the founders to scope roles sharply before the search starts.

• 3+ years of full-cycle recruiting, owning searches from sourcing through close, with a track record of closing strong candidates.
• Demonstrated outbound sourcing skill - you build pipeline and engage passive candidates, rather than waiting on inbound applications.
• A high bar for candidate experience, with examples of how you've kept it fast and respectful at volume.
• Strong written communication and the organizational discipline to run many searches at once without dropping candidates.

A strong agency recruiter ready to go in-house can be a great fit here.

• In-house recruiting experience at a fast-scaling startup.
• A track record sourcing and closing for both technical (engineering) and go-to-market roles.
• Comfort closing candidates who are weighing multiple offers.
• Experience recruiting in or relocating talent to the Miami / South Florida market.
• Experience standing up a recruiting function or process from scratch (scorecards, interview loops, applicant tracking).
• Fluency with modern sourcing and AI-assisted recruiting tools.
• Experience hiring for AI, security, or compliance-adjacent companies.

• You think like an owner. You treat open roles as your problem to solve, not a queue to process.
• You move fast and close loops. Candidates and hiring managers always know where things stand.
• You hold the bar. You'd rather keep searching than lower the standard, and you can defend why a candidate clears it - someone who would raise the average of the team they're joining.

• Not a coordinator role. You're not scheduling interviews behind someone else's pipeline - you own the search.
• Not post-and-pray. Inbound applicant review is a small slice; the job is outbound sourcing of people who aren't looking.
• Not agency-style volume placement. Success is the right hire per role, not a quota of submitted resumes.

• Trajectory: Series A stage, scaling from 19 to roughly 40 people. You own the function that makes that growth possible.
• Real ownership: you run hiring end to end across every team, and the system you build is the company's growth engine.
• Equity upside: meaningful ownership in a company growing fast, so your work compounds into real value.
• Direct founder access: you report to a co-founder and partner with the leaders you're hiring for - no layers between you and the decisions.
• A state-of-the-art office in Aventura, in the heart of the Miami metro.

Base: $95,000 - $130,000, plus meaningful equity (~0.10% - 0.25%).

Florida has no state income tax, so a given base takes home meaningfully more than the SF or NYC equivalent.

Location: This is an on-site role, 5 days a week, at our Aventura office (Miami metro, between Miami and Fort Lauderdale). We build in person, and this role lives at the center of cross-team hiring, which works best face to face with the founders and hiring managers.

Visa sponsorship: We don't sponsor visas at this time.

• Unlimited PTO on top of US federal holidays
• 100% covered health, dental, and vision
• Quarterly team offsites to bond and have fun.
• An exceptionally high-caliber team to learn from.