About TechTree

TechTree has become a go-to recruitment partner for some of the most ambitious startups and scaleups in the world. We pair expert human judgement with proprietary AI tooling to build world-class teams, fast. We work with success stories like ElevenLabs and a roster of venture-backed clients across engineering, product, GTM and executive search.

We are not a CV-shuffling agency. Our research team sits at the core of delivery: the quality and speed of what you put in front of a client is what wins or loses the mandate.

The Role

You will own the research engine behind live client mandates. Your job is to put the right candidates in front of clients faster than anyone else can - by building sharp target lists, sourcing hard-to-find people, qualifying inbound applications at speed, and running outreach that gets replies.

Because we build our own AI product, you also get a second job that most researchers never get: you are a power user and a builder. Increasingly the work is less about running every search by hand and more about acting as a manager of AI agents - giving them the right context, instructions and guardrails so they can run research autonomously, then reviewing and sharpening what they return. The searches you run, the bugs you hit, and the skills and workflows you build directly shape what our engineering team ships next.

The person we want combines two things that rarely sit in one head: the craft of a great researcher - calibrating a brief, reading a profile, sourcing the un-findable - and the toolbuilder's instinct of someone who automates their own work and pushes the product forward. You do not pick one; the role is the intersection.

This is a high-ownership IC role. You will be measured on delivery outcomes - candidates shared, screenings booked, interviews generated - not on activity.

What You Will Do

1. Build calibration & target lists Turn a client brief into a precise search hypothesis. For calibration, structure lists to test the brief deliberately - e.g. obvious top-of-market profiles, high-signal but less experienced people, strong performers without the pedigree, and a few experimental bets - each annotated with why the profile fits. Build market maps for niche and senior roles.

2. Source candidates Run manual sourcing for struggling pipelines, niche profiles and executive search, alongside platform-driven search. Work within our sourcing guardrails (e.g. auto-excluding candidates employed by our clients, respecting platform limits) and keep outreach accounts healthy.

3. Qualify inbound applications - at speed Own the application inbox for your projects: review, qualify, and filter speculative or off-scope candidates so the pipeline stays clean. Hit a 2-day maximum review standard - fast review is the single biggest driver of Talent Partner satisfaction and application volume.

4. Run outreach Execute email and LinkedIn outreach campaigns through our outreach flow, managing capacity against priorities. Outreach copy must be high quality; for executive search it must be top-tier and signed off by the responsible Talent Specialist before it goes out.

5. Keep delivery hygiene tight Maintain accurate scorecards on every active role, keep project setup complete, and re-prioritise your work against the delivery standup: new clients first, struggling pipelines get manual sourcing, near-close roles get outreach deprioritised. Protect the quality bar - never let too-senior or off-scope profiles reach a client.

6. Drive product & tooling You are an early, demanding user of our AI research tools. Stress-test search and the research agent, file precise bugs and feedback, and where you can, build and share reusable skills, prompts and workflows that make the whole team faster. Bring experiment ideas (new signals, new scoring approaches) to the weekly research experiments forum.

Who You Are

We hire from two very different backgrounds for this role. We do not mind which one you come from - we care that you can grow into the full combination. Most people we hire into this role have 2-5 years of experience.

Either - a recruitment / research background: you already know how to calibrate a brief, source hard-to-find people and qualify a pipeline, and you are hungry to stop doing it by hand and start building tools that do it better.

Or - an analytical background (Data Science, a hedge fund, top-tier consulting, or similar): you bring structured thinking, pattern recognition and a high bar under time pressure, and you are willing to learn the recruitment craft fast and get your hands dirty in live mandates from week one.

Whichever side you start on, you will be expected to develop the other. The traits we need in both:

High ownership. You take a mandate and run it end-to-end without being chased. You flag blockers early and escalate to the right person.
Fast and accurate. You can hold a high-volume inbox to a 2-day SLA without letting weak profiles slip through. You understand that one bad profile in front of a client costs more than ten good ones earn.
Sharp judgement. You read signal in a profile or a dataset quickly and can defend why a match is a match. Evidence of this matters more than the diploma.
AI-native and a builder. You want to use, break and improve AI tools - not just consume them. Building your own skills, prompts, automations or small models is a core expectation, not a nice-to-have.
A clear communicator in PL and EN. You work comfortably across both languages with clients, Talent Partners and the internal team.
Feedback-oriented. You voice what is and isn't working in the product, with specifics.

How We Work

Daily delivery standups set priorities; you are expected to act on them.
Quality and speed are the two hard constraints - both are tracked.
You will work closely with Talent Specialists / delivery owners, with Talent Partners (escalating via the research lead), and with engineering when you find product gaps.

The Career Path

This role is a launchpad. As you master both sides - the research craft and the toolbuilding - you grow into roles with more scope: Talent Strategist, Founder Associate, or a Product & Operations specialist as the company scales. The people who progress fastest here are the ones who refuse to choose between being a great researcher and being a great builder.

Talent Researcher (Sourcing Agents Manager)