ABOUT NEO
AI is the most significant shift in how work gets done since the advent of the Internet — yet most organizations fail to capture its value. Neo is changing that.
Founded by Bhavin Turakhia — Co-Founder of Zeta, Radix, and Titan — Neo is building an integrated, AI-first suite of products that capture work, centralize context, and make AI a first-class participant in every workflow:
Tasket — A radically reimagined, AI-native work management platform that centralizes context and makes AI delegation seamless for all work.
Friday — AI Assistant, co-worker and agent platform, pre-integrated into Tasket, Studio, Drive and 1000+ SaaS platforms.
Studio — AI-native suite for co-creating docs, spreadsheets and diagrams collaboratively with humans and agents.
Drive — AI-native repository, where humans and agents can co-work on files.
Scribe — AI assistant for meetings that goes beyond note-taking and actually does your work while on the call.
ABOUT THE ROLE
As a Non-Tech Recruiter at Neo, you'll own full-cycle hiring across Product, Marketing, and Support — the functions that turn a great product into a great company. You'll treat AI the way a great recruiter treats a strong referral network: as leverage. You'll run sourcing, drafting, ranking, and coordination through AI so your human hours go where they actually matter — reading people, selling the mission, and making judgment calls a model can't. If you still copy-paste the same outreach fifty times by hand, this role will feel like a downgrade. If that sentence made you wince, we should talk.
You'll partner closely with function leaders and hiring managers, keep candidates genuinely well-treated end to end, close offers that stick, and help build the AI-native recruiting motion itself — the prompts, the playbooks, and the shared skills that make the whole Talent team faster.
RESPONSIBILITIES
– Own the full cycle. Take mandates across Product, Marketing, and Support from intake to signed offer — sourcing, screening, interview management, offer, and close — with hiring managers as true partners, not ticket-takers.
– Recruit with AI in the loop. Use AI to source, draft outreach, summarize screens, rank pipelines, and prep interview kits — then apply the human judgment that decides who actually moves forward.
– Range across role profiles. Switch between a product manager, a performance marketer, and a support lead without losing rigor — each function has its own signal.
– Build the machine, not just the hires. Turn what works into reusable prompts, playbooks, and skills the rest of the Talent team can run.
– Protect the candidate experience. Fast, honest, respectful — every candidate should leave the process thinking well of Neo, offer or not.
– Run on data. Track funnel health, spot where pipelines leak, and course-correct with numbers rather than vibes.
– Close. Sell the mission to candidates who could go anywhere, navigate competing offers, and get the right people to say yes.
SKILLS
– A recruiter's instinct for people — you can read a candidate, sell a vision, and tell signal from polish.
– Genuine fluency with AI tools, and the curiosity to push them past the defaults. You experiment, you iterate on prompts, you don't wait for a manual.
– Sharp written and verbal communication — outreach people actually reply to.
– Strong stakeholder partnership — you build trusted relationships with hiring managers, align early on what great looks like, and can offer a candid point of view while keeping the collaboration positive.
– Comfort with ambiguity and speed — startup pace is a feature for you, not a bug.
– Sound judgment on where automation ends and a human conversation has to begin.
– High standards and higher ownership — you close roles, you don't just work them.
EXPERIENCE AND QUALIFICATIONS
– 3+ years of full-cycle recruiting experience, with hands-on hiring across Product, Marketing, and Support functions.
– A track record of closing hard-to-fill non-tech roles at both volume and quality.
– Experience recruiting for product-based companies (essential) — you understand how these functions operate inside a product org.
– Demonstrated use of AI or automation to make your own work faster (bonus points if you can show us your favorite workflow).
– A bias for action, a low tolerance for busywork, and a real appetite for the volume of hiring ahead.