Serv, a global executive recruitment partner, is hiring on behalf of our client Sixth Summit for a Founding Technical Recruiter.

Join the Team:

Sixth Summit (sixthsummit.io) embeds AI software engineers inside small and mid-sized businesses. These are builders who ship production software with modern AI tooling (Cursor, Claude, agents) as part of the client's team.

Clients usually start with an AI Implementation Plan, a fixed-scope engagement that maps where AI can make the biggest difference in their business. From there, many move to ongoing Forward Deployed Engineer (FDE) engagements, where our engineers build and run what the plan recommends. Plan delivery and FDE delivery need different talent profiles, and this role staffs both.

We're based in Kelowna, BC, with a team across Canada, and we hire in Canada only. We partner with Martell Ventures, which gives us operating support, a founder network, and a growing pipeline of clients. Demand is now growing faster than our delivery capacity, and that is why this role exists.

To learn more please visit: sixthsummit.io

Position Responsibilities:

Build the talent engine that lets Sixth Summit say "yes" to every client we sign. Over the next 90–120 days we expect to hire 40+ people across AI engineers, FDEs, and delivery roles, plus several senior hires. You'll own that plan from start to finish and keep a high bar. Every engineer we place represents us inside a client's business, so one weak hire costs us more than one slow hire.

This role includes:

• Own the hiring plan. Turn sales pipeline and signed Implementation Plans into a rolling headcount forecast by role, level, and start date. We hire against closed or near-closed demand while keeping pipelines warm.
• Hire to the offer mix, not one generic "AI eng" bucket. Keep separate pipelines for (a) AI consultants / implementation specialists who deliver Implementation Plans, and (b) embedded FDEs on ongoing engagements. Publish headcount by those two lanes, not as a single number.
• Run hiring at speed. Deliver a first qualified slate within ≤7 days of a req opening and get an offer out within ≤21 days. Publish a weekly pipeline report to Cory covering funnel by role, conversion, time-in-stage, risks, and asks. Keep an always-on warm bench (people mid-funnel even when no req is open). Run loops in parallel, not serially. Target screen → yes/no in ≤48 hours. Push for pre-approved offer bands so closes don't wait on a one-off decision for every letter.
• Hire AI engineering talent. Source, assess, and close builders who ship with Cursor, Claude, and agentic tooling: junior, intermediate, and senior engineers, FDEs, tech leads, and fractional or contract specialists.
• Design and run work-sample interviews. Build our live-build and take-home exercises with the engineering leads and run them yourself. Score against clear rubrics, not résumé keywords.
• Calibrate the bar with founders and eng leads. Agree on what "great" looks like for each level, say no fast, and protect engineering leads' time. We don't want Jason's calendar flooded with weak loops.
• Close offers. Build and maintain comp bands, structure employee vs. contractor offers, and win against competing big-tech and startup offers.
• Hire across Canada. All hiring is Canada-only. Hire as a BC company into provinces across Canada, with both employees and contractors, and partner with our payroll and legal advisors on provincial employment compliance.
• Run our channels and partners. Manage the Martell Ventures recruiting partners and agency relationships, our careers page (sixthsummit.io/careers, the single front door for tracking), referrals, university/Riipen pipelines, and the Kelowna and broader Canadian tech communities.
• Build the infrastructure. Set up the ATS, scorecards, interview kits, offer templates, and onboarding handoff to delivery. Use AI tools to move faster, with people making the hiring decisions.
• Own the candidate experience and employer brand. Make it obvious why the best AI builders want to work here, using what we already have rather than a long rebrand.

Qualifications

Must-Haves

• You've hired AI and engineering talent before, specifically builders who ship with Cursor, Claude, or agents, not only ops, sales, or marketing roles. You can tell a strong AI engineer from a prompt tourist.
• You work fast. You've delivered first slates in under a week and offers in about 3 weeks, and you report pipeline weekly without being asked.
• You've designed and run work-sample interviews (live build or take-home) and calibrated them with engineers.
• You have your own network in AI engineering, FDE, and fractional or consulting talent in Canada, and you can show us people you could call this week.
• You know Canadian hiring. You understand employee vs. contractor setups and the basics of hiring across provinces for a BC company.
• You hold the bar. You work with founders and eng leads on what great looks like, and you're comfortable saying no quickly.
• You protect eng-lead time. You will not flood Jason (or other leads) with weak finals. You cut early, and you can show a clean final-loop-to-offer ratio.
• You can close offers. You know comp bands and contractor vs. employee tradeoffs, and you've won candidates against big-tech and well-funded startup offers.
• You're a strong operator. You're organized, data-driven, and comfortable with ambiguity in a fast-moving, founder-led environment.

Nice-to-Haves

• Experience at an agency, consultancy, or staff-augmentation business where hires are billable and placed with clients
• Prior experience scaling a team from about 10 to 50+ people in under 6 months
• Hands-on with AI-assisted sourcing and ATS automation
• Ties to the Okanagan, BC, or broader Canadian tech ecosystems
• Some technical background, enough to read a GitHub repo or follow a code review

This is not the role for you if…

• You're a pure volume sourcer: lots of profiles in, no bar on what goes out.
• You're an agency account manager who relays candidates without owning the assessment or the close.
• You need a 6-month employer-brand rebuild before you can make your first hire.

Our Ideal Teammate Is Someone Who:

• Is proactive and accountable, taking full ownership of hiring outcomes
• Thinks strategically and executes consistently, balancing workforce planning with hands-on recruiting
• Communicates with clarity and confidence when partnering with founders, engineering leads, and candidates
• Brings a positive, growth-oriented mindset and thrives in a fast-moving environment
• Is highly organized and dependable, maintaining strong recruiting processes without sacrificing speed
• Embraces learning and feedback, continuously improving hiring practices and assessment standards
• Cares deeply about doing great work, protecting the quality of every hire and the experience of every candidate

Hiring Process

We take our hiring process seriously and evaluate candidates based on both capability and culture fit. Our goal is to ensure you step into a role where you feel genuinely excited and fulfilled. That's important for you, and it's equally important for us. Below is a snapshot of what you can expect throughout our hiring process.

Please note that steps may vary slightly depending on the position.

1. Screening interview with Serv Recruiter
2. Intro call with Cory (30 min)
3. Network proof (async): Send 5 AI eng / FDE / implementation people in Canada you could reach this week (LinkedIn or email), with one line on why each fits. We will not contact them without your OK. This is a quality check, not a raid.
4. Work sample: build a 30-day hiring plan and a sample work-sample exercise for an AI engineer/FDE role, then present it (60 min)
5. Reference checks with hiring managers you've supported
6. Offer

Position Details

Location: Remote-first. Must be based in Canada. Willing to travel to our Kelowna HQ as needed, or open to relocating.

Salary: $150,000- $200,000 CAD base 

Serv uses AI tools in our recruitment process, including developing job postings and note-taking during interviews. AI is not used to screen, assess, or select candidates. All resumes are reviewed by a human, and all hiring decisions are made by humans. Any AI-generated output used during the recruitment process is reviewed by a human before action is taken.