Senior Technical Recruiter (Contract-to-hire)

About the position

H2 Corporation is an AI-native company modernizing one of the largest and most underserved industries in the world: construction. Founded in Tokyo in 2020 and now expanding globally, H2 is building the next generation AI-powered system of record for quoting and orders for the $13T global construction industry. Our AIS Platform automates takeoff, estimation and quoting, and orders workflows for the largest construction enterprises, helping the industry address a generational labor shortage with AI-driven productivity.We are backed by top-tier investors including NEA, JAFCO, and Spiral Capital, and MetaProp. We are currently a team of 120 members distributed across 5 offices globally, and are scaling rapidly across Japan and the United States.

THE OPPORTUNITY:

This is H2’s first dedicated recruiting hire in the US. Today, hiring is led directly by the leadership team, supported by agencies and referrals. As we scale across the US and Japan, we need someone who can turn founder-led hiring into a repeatable, high-signal recruiting engine. You will own critical AI and senior technical searches while helping build the foundation of the TA function: intake, sourcing, scorecards, interview loops, candidate communication, hiring metrics, offer discipline, and employer brand. You will partner directly with our CEO, CTO, VP Product, and incoming VP of Engineering to move candidates quickly, reduce feedback bottlenecks, and help H2 reach a 30–35 day submission-to-hire cycle. This is not a maintenance recruiting role. You are helping build the function.

WHAT YOU WILL DO:

• Lead full-cycle recruiting for AI/ML, computer vision, infrastructure, product, front-end, and back-end roles across H2’s US hubs.

• Partner with founders and hiring leaders to define must-haves, calibrate the bar, run tight intake meetings, and align on assessment criteria before kickoff.

• Own first phone screens, source, screen, manage interviews, drive debriefs, extend offers, and pre-close senior candidates early.

• Help build H2’s recruiting foundation, including intake docs, structured interview loops, scorecards, debrief frameworks, offer protocols, and candidate communication standards.

• Define practical SLAs and recruiting metrics across the funnel, including 48-hour feedback targets, pipeline health, conversion, time-to-hire, offer acceptance, source-of-hire, and agency dependency.

• Design and execute a US outbound sourcing strategy for AI/ML, computer vision, infrastructure, product, Next.js/Vue front-end, Rust/Go back-end, and senior GTM talent.

• Reduce reliance on contingent agencies by building a repeatable inbound and outbound recruiting engine.

• Help shape H2’s US employer brand, including outbound messaging, candidate-facing materials, LinkedIn presence, and careers narrative.

• Coach founders, executives, and hiring managers on structured interviewing, scorecard discipline, candidate assessment, and debrief quality.

• Push back when role definitions are unclear, interview loops are weak, or teams are hiring on charisma instead of evidence.

• Create urgency without chaos, protect candidate experience, and build the standards H2 will use as it scales globally.

Requirements

MUST:

• 10+ years of full-cycle technical recruiting experience, including 5+ years hiring senior technical talent in the US tech market. Strong experience hiring AI/ML, computer vision, infrastructure, data, or applied AI engineering talent, including senior IC and leadership-level roles.

• Experience recruiting in highly competitive AI talent markets, with a clear understanding of how to identify, engage, assess, and close senior AI candidates.

• Experience as a first or early recruiting hire at a high-growth startup, or equivalent experience building recruiting processes from scratch.

• Proven outbound sourcing ability, with clear examples of channels, messaging strategies, reply rates, conversion rates, and hires made.

• Strong intake and calibration skills. You drive hiring managers, clarify competency-based requirements, and do not wait on them.

• A clear point of view on structured interviewing, scorecards, debriefs, homework/technical assessment alignment, and evidence-based candidate assessment.

• Experience working directly with founders, C-suite leaders, or senior technical executives.

• Comfort operating in ambiguity, half-built systems, shifting priorities, and evolving location requirements.

• Strong judgment, urgency, written communication, and candidate experience instincts.

• The credibility to push back when a profile, process, or decision is not good enough.

PREFERRED:

• Recruiting experience at an AI-native, computer vision, infrastructure, robotics, vertical SaaS, or industry cloud company.

• Experience hiring against Bay Area AI labs or companies with senior-IC-heavy compensation philosophies.

• Experience building or rolling out an ATS, scorecard library, structured interview program, or recruiting reporting system.

• Familiarity with Japan-US dual-entity or multinational hiring dynamics.• Experience improving signal quality in senior technical hiring.

• Domain knowledge in construction tech, industrial automation, robotics, B2B vertical AI, or construction software.

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