You'll own how Firecrawl hires. Thirty-plus open roles across engineering, research, go-to-market, and G&A, and one person running the funnel end to end: sourcing, screening, running the process, and getting great people to yes. Today that person is our Chief of Staff. Starting now, it's you.
You'll report to the Chief of Staff and work closely with the Deputy Chief of Staff, who runs the operating layer around hiring (tooling, onboarding kickoff, the weekly hiring digest). You'll work directly with hiring managers across the company, and you'll be based with us in San Francisco.
Salary Range: $210,000–$246,000 USD/year
Equity Range: Competitive equity. Details shared during the process.
Location: San Francisco, CA (SF HQ). On-site, five days a week.
Job Type: Full-Time
Experience: 5+ years of full-cycle recruiting, with real technical hires closed at a startup
Work Authorization: Must be authorized to work in the United States. We're not able to sponsor US visas right now, though that may change down the line.
About FirecrawlFirecrawl is the easiest way to turn the web into data AI agents can use. One API call converts any URL into clean, LLM-ready markdown or structured data. It's the boring-hard problem everyone building with LLMs eventually hits, solved.
We hit 8 figures in ARR in year one and more than doubled it in year two. We have 180k+ GitHub stars, putting us in the top 50 repositories of all time, and developers, agents, and category-defining AI companies build on us every day. Growth like this is rare, and we're just getting started.
We're a small team punching far above our weight, working out of SF HQ and our new Toronto Hub. Everyone here owns a real piece of the product and company, end to end, and runs it themselves. No hiding behind process or headcount.
This is a place for people who want to work at the frontier: an AI company building the infrastructure other AI companies run on, not one bolting AI onto an existing product. We move fast, go deep, and are building the tools superintelligence will rely on to gather data from the web.
What You'll DoRun full-cycle recruiting on every open role outside the exec team: sourcing, screening, intro chats, scheduling, references, offer packets, and closing
Source cold. Build pipelines for hard technical roles (infrastructure, ML, developer tools) without waiting for inbound or an agency to do it for you
Own Ashby as a system: pipelines, stages, AI screening criteria per role, and reporting the team actually reads
Run weekly syncs with hiring managers, calibrate the bar for each role, and write the candidate notes that let them decide fast
Manage our agency and sourcing tool relationships, judge submission quality, and cut what isn't working
Draft job descriptions on our template and keep every posting current
Track time to hire, pass rates by stage, and source quality, and use the numbers to fix the funnel
Hand every hire cleanly to onboarding
You've personally carried 15 to 25 open roles at a startup and closed technical hires: backend, infrastructure, ML, or developer tools. You can talk to an engineer about what they build
You source cold and it works. You can show the pipelines you built from nothing
You run a fast process without dropping candidates. Quick responses, clean scheduling, honest declines
You have opinions about the bar and you'll say so to a hiring manager. You'd rather send three great people than twelve fine ones
You're fluent in Ashby (or a comparable ATS) and use AI tools every day, from sourcing to screening to writing
You close. You understand comp bands and equity well enough to walk a candidate through an offer, and you know when to bring in the hiring manager or a founder
Backgrounds that often do well: in-house recruiters who were the first or only recruiter at a startup, agency recruiters who've placed infrastructure or ML engineers and want to go in-house, technical sourcers who've grown into full-cycle work.
What We're NOT Looking ForRecruiters who wait for inbound and call it a pipeline
Coordinators who need a sourcer, a scheduler, and a recruiting ops team to run a req
Anyone who measures success by candidates submitted instead of hires who stay
We operate at an absurd level of urgency because the window for what we're building won't stay open forever. If that excites you, keep reading. If it doesn't, no hard feelings, but this role probably isn't for you.
Benefits & PerksAvailable to all employees
Salary that makes sense: $210,000–$246,000 USD/year, based on impact, not tenure
Own a piece: Gain competitive equity in what you're helping build
Generous PTO: 15 days mandatory, anything after 24 days, just ask (holidays excluded). Take the time you need to recharge
Parental leave: 12 weeks fully paid, for all parents
Wellness stipend: $100 USD/month for the gym, therapy, massages, or whatever keeps you human
Learning & Development: Expense up to $1,000 USD/year toward anything that helps you grow professionally
Team offsites: A change of scenery, minus the trust falls
Sabbatical: 3 paid months off after 4 years, do something fun and new
Available to US-based full-time employees
Full coverage, no red tape: Medical, dental, and vision (100% for employees, 50% for partner and kids). No weird loopholes, just care that works
Life & Disability insurance: Employer-paid basic life and AD&D, short-term disability, and long-term disability. Coverage for life's curveballs
Virtual care and a health guide: Teladoc for the couch doctor visit, plus Rightway to answer coverage questions and fight billing errors for you
Mental health: Talkspace, therapy and psychiatry on your schedule
Fertility and family building: Carrot, covering you and your partner
EAP: Free confidential counseling, legal and financial consults, and online will prep through Guardian
401(k) plan: Retirement might be a ways off, but future-you will thank you
Pre-tax benefits: HSA, FSA, and commuter benefits to help your wallet out a bit
Supplemental options: Extra life and AD&D, accident, critical illness, hospital indemnity, plus pet, legal, and identity protection through MetLife
Available to SF-based employees
SF HQ perks: Snacks, drinks, team lunches, intense ping pong, and peak startup energy
E-Bike transportation: A loaner electric bike to get you around the city, on us
Application Review: Tell us about the hardest technical role you've closed: what the bar was, how you sourced it, and how long it took. Include your rough numbers from your last seat (roles carried, hires closed, time to hire). We care about the work, not where you went to school.
Intro Chat (~25 min): A quick conversation to get to know each other before we go deep. We'll talk about what you've been hiring for, what drew you to Firecrawl, and what you're looking for in your next role. Time for your questions too.
Funnel Chat (~45 min): We'll take one of our real open roles and walk through how you'd run it: where you'd source, how you'd screen, what you'd tell the hiring manager in week one, and how you'd know it's working. Come ready to think out loud. We care how you build a funnel, not whether you know our stack yet.
Founder Chat (~25 min): Culture, pace, ownership, and how you like to work. Time for your questions too.
Paid Work Trial (~40 Hours): Run a real search with us: source, screen, and present a slate on one of our open roles, paid at a contractor rate. It's the truest signal for both sides. You see what hiring at Firecrawl actually feels like, and we see how you work. Much of it can happen from wherever you are, and we'll flex around your current commitments.
Decision: We move fast after the trial.
If you want to build the hiring machine for a company that's going to be a lot bigger a year from now, you should join us.
👉 Apply now.