ABOUT DEEPTUNE Deeptune builds training gyms for AI agents: high-fidelity simulation environments where AI learns to perform real-world tasks through reinforcement learning. We work with the leading AI labs to help them train the next generation of agentic models, and our environments have already contributed to recent breakthroughs in computer use, code generation, and multi-step task completion. We’re a small, focused team of engineers and operators with deep ties to frontier research. Earlier this year, Andreessen Horowitz led our $43 million Series A. In July, we announced that Mercor will acquire Deeptune, and our team is joining Mercor as it expands in New York. ABOUT THE ROLE Deeptune builds the environments and evaluations that frontier labs use to measure whether a model is actually getting better. We think hiring is the same class of problem: define what good looks like, build the instrument that measures it, then improve the instrument with evidence. The Recruiting Operations Specialist role is where it starts. You will own the operational core of how Deeptune hires — scheduling, Ashby, candidate experience, and onsites — and you will be expected to automate the parts that shouldn’t require a person. Your remit is to define the core workflow, then build the systems that run it. You’ll report to the Head of Talent and partner directly with hiring managers across engineering and operations. This is a New York role, in-office five days a week, in the Financial District. We’re a small team hiring fast, which means the scope is broad and your growth potential is what you make of it. The person who does this well will help define the function. WHAT YOU’LL OWN INTERVIEW EXECUTION * Run candidate interview experience end to end — screens, take-homes, virtual loops, and full-day onsites — across multiple teams * Manage complex scheduling across candidates, interviewers, and hiring managers, and absorb reschedules and conflicts before they reach the candidate * Treat interviewer capacity as a metric you own rather than a constraint you work around: track load, flag saturation before it slows a pipeline, and help scale the interviewer pool as volume grows ASHBY AND PIPELINE INTEGRITY * Own candidate data in Ashby — stages, tags, scorecards, written rationale — so the pipeline is trustworthy enough to make decisions from * Build the checks rather than the cleanup: automated exception reports that surface missing feedback, stalled candidates, and inconsistent stage data before anyone notices manually * Turn pipeline data into reporting hiring managers actually use — time-to-schedule, funnel conversion, interviewer load, offer outcomes CANDIDATE EXPERIENCE * Be the person candidates remember, at every stage — clear, fast, and human * Automate the prep, not the warmth: interviewer packets, candidate prep, and follow-ups that fire on the right trigger without anyone remembering to send them * Own post-offer coordination and the handoff into onboarding ON-SITES AND EVENTS * Run Superdays, candidate dinners, and networking events end to end — logistics, travel, comms, day-of execution * We’ll partner to make the onsite a reason someone signs BUILDING LEVERAGE This is the part of the job we expect to grow. Over your first year, we want you to: * Find the most repetitive work on the team and remove it — with automations, LLM workflows, Ashby’s API, or whatever gets there fastest * Codify what our best recruiters do by hand into prompts, templates, and workflows the whole team can use * Help us answer a question we can’t answer yet: which of our interview stages actually predict who succeeds here. We score every evaluative round 1–4 with written rationale, and nobody has tied those scores to on-the-job performance. That project is yours if you want it. WHAT WE’RE LOOKING FOR * 3+ years of experience in project management, recruiting operations, HR operations, or similar roles * Fluent in an ATS (we use Ashby) and fast on unfamiliar tools * You already use AI daily and have built something with it. A scheduling automation, a sourcing workflow, a script that cleans your own data, a prompt library your team relies on. * Exacting attention to detail. You triple-check the time zone before you send the invite * You treat inefficiency as a personal problem. When something breaks twice, you fix the cause instead of the instance * Clear, direct writing — with candidates, with hiring managers, and in your Ashby notes * High ownership. You close loops without being asked to NICE TO HAVES * Experience at an early-stage company in AI or high-growth tech * Hands-on with AI and automation tooling — Claude, Cursor, Clay, Zapier, ATS APIs, or whatever you’ve actually shipped with * SQL, or comfort in a BI tool — you pull the numbers yourself instead of asking someone for them * You’ve designed or improved an interview process, not just run one — rubrics, scorecards, interviewer calibration HOW THIS ROLE GROWS We’re writing this req for someone who won’t be doing the same job in two years. As you take manual work off the team, the scope in front of you is program ownership — designing hiring processes rather than running them — plus the technical side of talent: automations, evaluation design, and the systems the recruiting team operates inside. COMPENSATION & BENEFITS * Semi-annual performance bonus structure * Generous equity grant vested over 4 years * $10K housing bonus (if you live within 0.5 miles of our office) * $1.5K monthly stipend for meals * Free Equinox membership * $200 monthly laundry reimbursement * $200 monthly personal wellness reimbursement * Health, Dental, Vision insurance