Recruiter

Endeavor is real-world enterprise AI.

AI models are improving faster than most companies can put them to work. Endeavor closes that gap.

We exist to secure American industrial leadership. AI is the largest advantage available to the companies that make, move, and defend things in this country, and most of them can't reach it alone. We close that distance — so their customers pay less, their people do work worth doing, and the companies themselves come out stronger than the competition abroad.

To do that, we build custom AI systems for companies in mission-critical industries — manufacturing, distribution, supply chain, defense, life sciences. Not software they rent from a vendor that doesn't understand their business. Systems they own, built inside their own stack, in production in weeks.

Operating Principles

• One team, one fight. Small companies fail for a hundred reasons. Being internally misaligned shouldn't be one of them. We think like owners of the whole business — the question is always how we win. We're fighting the world, not each other.

• Strong convictions, loosely held. Show up with a point of view and hold that view loosely enough that better evidence can move it. The best ideas come from candor and debate.

• Default to open. Our clients trust us with their hardest problems and we extend that same trust internally. Information here is open by default — data, context, the reasoning behind decisions — because you can't own an outcome you can only see half of.

The Role | Recruiter

We're hiring a Recruiter to help us find and hire the engineers, product people and technical leaders who will grow Endeavor. You'll own searches from first outreach to signed offer. You'll work closely with hiring managers, and make sure every candidate, hired or not, comes away feeling respected and informed.

We care as much about how you recruit as about how many people you hire. We want someone who listens, communicates honestly and treats job searches as the big life decisions they are.

What You Bring

• 1–4 years of recruiting experience, ideally with at least some exposure to technical roles (agency or in-house both count).

• Empathy for candidates. You pick up on what people aren't saying, you deliver hard news with care, and candidates remember you warmly even when they don't get the job.

• Solid sourcing fundamentals and a curiosity to keep improving them.

• Clear, warm written and verbal communication. Your outreach sounds like a person and not a template.

• Strong organization. You can juggle multiple searches without letting candidates slip through the cracks.

• Comfort with ambiguity and a startup pace, plus a bias toward building process rather than waiting for it.

• A growth mindset. You want feedback, you learn quickly, and you're excited to grow your technical knowledge and your career.