Job Opportunities API

ABOUT TERMINAL Terminal builds telematics data infrastructure for the commercial fleet industry. Commercial auto insurers and fleet software companies, including industry leaders like Intact Insurance, depend on our platform to access GPS, speeding, and vehicle data from 330+ telematics providers. We recently raised our Series A led by Battery Ventures and are backed by Y Combinator, Golden Ventures, Penske Transportation Solutions, and Intact Private Capital. Our team works together in person in Toronto, combining early-stage speed with late-stage maturity while processing many terabytes of vehicle data every day. For more on working at Terminal, see our careers page at withterminal.com/careers http://withterminal.com/careers. Note that this role is only open to Toronto/GTA-based candidates. ABOUT THE ROLE We are hiring a Founding Technical Recruiter to build and own Terminal's technical hiring function from the ground up. This is for a senior recruiter who has already closed exceptional technical talent in competitive markets and now wants a mandate with direct company-level impact: protect talent density while Terminal scales from a small, high-output team into the next version of the company. Terminal moves more than 2 terabytes of data a day for some of the largest insurance and fleet management companies, with petabyte-scale ahead. We do it with a team most people would guess is five times the size. That is deliberate. Staying small keeps us fast, but it only works if every hire raises the bar. A below-bar hire at this stage does not just add nothing; they slow the people around them and reset what the team thinks good looks like. You will report to Raghav, our CEO, who spends a significant amount of his time on hiring: sourcing, closing, sitting in loops, and writing the pitch. You will work just as closely with Connor, our CTO, and our technical leads. They own the technical bar. You own whether it holds as we grow. Data platform engineering is the priority: engineers who can build streaming and storage systems that stay correct as data moves from terabytes to petabytes. You will run the rest of our engineering and data searches alongside it, and build the recruiting system every future hiring partner inherits. WHAT YOU'LL DO 1) Own technical recruiting end-to-end - Run full-cycle recruiting across engineering, data, and other technical roles, with data platform engineering as the priority. - Own sourcing, screening, scheduling, references, offer, and close. There is no coordination layer behind you. - Build and maintain a live map of the Toronto engineers we want, so searches start warm instead of cold. - Run outbound personally and write the kind of candidate messaging that reflects Terminal's bar. Proposed ways to measure success and progress: - Pipeline health: qualified senior technical candidates in an active process against each priority search. - Sourcing quality: response and conversion rates from target technical profiles, not just raw outbound volume. - Hiring velocity: time to qualified state and time to accepted offer by role. 2) Protect the technical bar and close senior talent - Calibrate the bar with CTO and technical leads before searches open, then hold it in debriefs when the team gets excited. - Build interview loops, scorecards, and debrief practices that ensure five interviewers consistently evaluate the same candidate. - Close senior and staff engineers who are holding other offers, including compensation conversations that require fluency with early-stage equity. - Review new hires after 90 days, six months, and twelve months against the bar we set, then feed what you learn back into the loop. Proposed ways to measure success and progress: - Bar quality: pass-through and post-hire signal stay consistent as volume increases. - Close rate: offer acceptance on priority senior technical candidates. - Interviewer calibration: debriefs lead to clear