We're looking for a GTM Engineer who is, above all, a builder who ships: technically deep, AI-fluent, and happiest turning a real business problem into working software. Backed by Y Combinator and South Park Commons.
About the role
Recruiting is the core of the role. You will work directly with leaders across Engineering, GTM, Product, and G&A to define what exceptional looks like, find people who are difficult to find, build a hiring process that reveals real ability, and close the people who can raise the level of Expo. You will also help improve onboarding and the lightweight people systems required to support a small, exceptional company as we grow.
What they're looking for
- Recruit exceptional people across Engineering, Product, GTM, and G&A
- Personally source, recruit, assess, and close candidates for our most important roles
- Build a proactive sourcing engine that reaches people who are not actively looking
- Partner with leaders to understand the business need behind each hire and define what exceptional performance looks like
- Turn our hiring philosophy into useful scorecards, interview formats, competencies, and disqualifiers
- Improve interviews so they reveal authentic ability, judgment, ownership, curiosity, and working style
More about this role
Expo is building the mobile AI infrastructure teams use to create, ship, and operate great apps.
We are a remote team of builders. That includes Engineering, Product, GTM, and G&A. Everyone is expected to understand our product, create things, experiment, use AI thoughtfully, and find practical ways to move the company forward.
We are intentionally building a small, high-output company. That means hiring is one of the highest-leverage things we do. We would rather hire fewer exceptional people than build large teams, and every new person should expand what Expo is capable of accomplishing.
We are looking for a hands-on Recruiter to help us build that team.
Recruiting is the core of the role. You will work directly with leaders across Engineering, GTM, Product, and G&A to define what exceptional looks like, find people who are difficult to find, build a hiring process that reveals real ability, and close the people who can raise the level of Expo.
You will also help improve onboarding and the lightweight people systems required to support a small, exceptional company as we grow.
Fewer, better hires.
Talent density matters more than headcount. Every hire should meaningfully increase...
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