Technical Recruiter

Valon is building the AI-native operating system for regulated finance, starting with mortgage servicing. We're a Series C company backed by a16z, transforming industries that others have written off as too complex to innovate. Rather than build on top of broken legacy systems, we built and operate our own mortgage servicing business managing $110+ billion in loans. This hands-on experience gave us the deep understanding needed to build software that actually works in regulated industries. The results speak for themselves: we've transformed mortgage servicing from a 0% margin business into 60%+ margins while dramatically improving customer experience. Major enterprise contracts are now deploying across the industry. ValonOS is our unified platform that makes every process structured and programmable—perfectly positioned for the AI era. When everything flows through one system with rich data, AI agents don't just automate tasks, they continuously improve entire operations. Mortgage servicing is just the beginning of our vision to transform regulated industries and beyond.

About the role

Recruiting at Valon isn't support—it's the engine. Every hire compounds our ability to build the AI-native operating system that will run trillion-dollar regulated industries. The people who find, assess, and close our talent aren't peripheral to the mission—they are the mission. We're looking for a Technical Recruiter who treats recruiting like our engineers treat code: as a system to be built, measured, and relentlessly improved. Someone who has already started using AI to 10x their own output—not because they were told to, but because they couldn't help themselves. Someone who sees a manual, repetitive workflow and instinctively thinks: I can automate this. This is not a req-filling role. This is a building role. You'll own the full lifecycle for our most critical technical hires with speed, precision, and intellectual curiosity.

This Role is NOT For You If...

• You think AI tools are a nice-to-have you'll "get around to learning"
• You run the same sourcing playbook you ran in 2021 and call it a strategy
• You wait for a hiring manager to tell you what good looks like instead of forming your own conviction
• You measure your success by activity (messages sent, screens scheduled) rather than outcomes (hires closed, time-to-fill, offer acceptance rate)
• You're uncomfortable pushing back on senior leaders when their expectations don't match the market
• You need a fully built process to be effective—we're still building ours

Responsibilities

• Own pipelines end-to-end, with urgency. Source, assess, and close world-class technical talent across engineering, product, and data roles. No candidate sits in limbo. No hiring manager is in the dark. You move fast because you've built the systems that let you move fast.
• Be a strategic partner, not an order taker. Bring market intelligence to every intake. When a job description is off, comp is misaligned, or an interview loop is leaking good candidates—you say so, with data.
• Tell a story that makes exceptional people pay attention. Valon's thesis is counterintuitive: we built the whole stack, not a wedge product, because regulated finance demands it. You need to understand that deeply enough to make world-class engineers stop scrolling.
• Obsess over candidate experience. Every touchpoint reflects who we are. You'll design interactions that are precise, human, and high-trust—from first outreach to offer close to day-one onboarding.
• Use AI like it's part of your team. You're already experimenting with AI for sourcing, outreach personalization, pipeline analysis, candidate research, and workflow automation. You don't wait for someone to hand you a tool—you find it, test it, and share what works.
• Build recruiting as a product. Draft job descriptions, refine interview loops, create sourcing playbooks, build dashboards. Everything you do should be repeatable, measurable, and compounding.

Requirements

• Proven track record closing technical roles (engineering, product, data) in high-growth or complex environments
• A portfolio of AI experimentation—you can talk concretely about tools you've tried, workflows you've automated, and what worked vs. didn't
• High agency: you take ownership, drive outcomes, and fix what's broken without being asked
• The ability to translate complex, technical, or regulated businesses into narratives that attract top talent
• Sharp pattern recognition for what "great" looks like across technical disciplines
• Resilience through rejection, slow closes, and ambiguity—you keep momentum when pipelines stall
• Strong data instincts: you track metrics, spot trends, and let numbers inform your decisions
• Communication skills that build trust with candidates and hiring managers alike

Why Valon

• Impact. Every hire you close directly accelerates the AI-native OS that will transform how regulated finance operates. This isn't hypothetical—our platform already manages millions of homeowner accounts.
• Innovation. AI isn't a feature at Valon. It's the architecture. You'll recruit for a company where the product thesis and the internal operating model are both AI-native.
• Team. A small, high-talent-density recruiting squad where your ideas get pressure-tested and shipped—not buried in a backlog.
• Growth. We're scaling beyond mortgage servicing into the broader regulated finance ecosystem. The recruiting function you help build now will power that expansion.

Benefits

• Compensation: Competitive salary with a meaningful stake in the company via equity, and 401k plan.
• Health & well-being: Comprehensive medical, dental, and vision benefits.
• Commuter benefits: Pre-tax deductions for public transportation, rideshare services, and parking expenses.
• Grow together: Company-wide orientation, learning & development opportunities, and regular review cycles with 360-degree feedback.
• Play together: Quarterly budgets for team and company outings (team swag, cooking classes, dinners, etc.).
• Generous time off: Flexible paid time off, sick days, and 11 company holidays.
• Baby bonding time: 12 weeks off for both birthing and non-birthing parents—fully paid.

Pay

Compensation range: $149K - $175K