Contract Talent Partner
About Firework
Join Firework – Where Innovation Meets Impact
Firework is redefining the future of commerce as an AI and video commerce company — combining cutting-edge technology, an exclusive network of enterprise brands and retailers, and a first-mover position to win the agentic commerce race.
We've built the world's most advanced and largest video commerce platform, trusted by global brands and leading retailers. But we're more than software — our compounding network effect grows stronger with every partner we add, bringing the energy of in-store experiences online and transforming how businesses engage, convert, and build lasting customer relationships at scale.
Having raised over $235M to date, led by investors such as SoftBank Vision Fund 2, and operating at global scale, we offer unparalleled opportunities to solve complex challenges and drive meaningful impact in the future of connected commerce.
If you're curious, ambitious, and energized by big ideas — Firework is the place to grow, lead, and shape what comes next. Together.
Summary
We’re hiring an experienced Contract Talent Partner to help scale our team during a period of rapid growth across India, Southeast Asia, and the Middle East. Based in India, you’ll own the full recruitment lifecycle for roles spanning the full org — creative, technical, and non-technical — partnering closely with hiring managers, leadership, and the global talent team to deliver results and an exceptional candidate experience along the way. We are not looking for a traditional recruiter. We are looking for an AI-native thinker who brings unconventional hiring to every search — someone who treats sourcing like a product, automates the boring parts, and knows how to find the people a LinkedIn-only search will never surface.
Own Full-Cycle Recruiting Across Functions: Manage end-to-end hiring across India and Southeast Asia for roles spanning the entire org — creative, technical, and non-technical of various levels. Run sharp intakes, calibrate on what "great" looks like for each role, and design interview loops that surface signal quickly.
AI-Powered, Unconventional Sourcing: Use LLMs (ChatGPT, Claude, Gemini) and AI sourcing tools (Gem, hireEZ, LinkedIn Recruiter AI, Clay, Apollo) to identify, research, and engage talent across functions. Go beyond LinkedIn — find creatives on Behance, Dribbble, Substack, and X; engineers on GitHub, Kaggle, and open source; leaders through alumni networks, executive newsletters, and warm-intro mapping.
Build & Automate Your Own Stack: Treat recruiting like a product. Prototype prompts, wire up workflows, and build lightweight tools that compress time-to-hire and improve match quality. Share what you build with the rest of the talent org so the whole team gets faster.
Outreach That Actually Converts: Craft personalized, high-signal outreach using AI-assisted research and drafting — and write copy that lands differently for a creative director than for a Sr. Enterprise Sales. Test new angles, measure response rates, and iterate on what works across roles and markets.
Candidate Experience: Be the kind of recruiter candidates remember for the right reasons — responsive, well-prepared, transparent, and a strong advocate from first message through offer
Hiring Manager Partnership: Run sharp intakes, drive accountability across interview loops, and keep loops moving. Push back when needed and bring data to the conversation.
Data-Driven Pipeline Management: Track funnel health, source effectiveness, time-to-hire, and quality-of-hire across markets and functions. Bring weekly insights to hiring managers and leadership, and use the data to refocus where it matters.
Bachelor’s degree, or equivalent practical experience
7+ years of recruiting experience in global, hypergrowth startup environments, ideally SaaS, with a track record of delivering on hiring objectives across functions up to senior roles
AI-native recruiter. You actively use LLMs (ChatGPT, Claude, Gemini, or similar) and AI sourcing tools (e.g., Gem, hireEZ, LinkedIn Recruiter AI, Clay, Apollo) in your day-to-day workflow. You can talk credibly about prompts you’ve written, agents you’ve set up, or automations you’ve built — and you have a point of view on where AI helps and where it doesn’t
Builder mindset. You automate your own work instead of grinding through it. You’ve built little tools, scripts, Zaps, or workflows to make yourself faster. You treat your sourcing process like a product you keep shipping improvements to.
Unconventional sourcing instincts. You know that the best candidate is often not on LinkedIn. You’re comfortable finding people through GitHub, Kaggle, Discord, X, conference talks, open-source projects, newsletters, and other off-the-beaten-path channels.
Strong communication, presentation, and influencing skills with high EQ — across candidates, hiring managers, and senior leaders
Outstanding problem solving and the ability to design creative, mutually beneficial solutions in ambiguous situations
Meticulous attention to candidate experience and a consultative approach as a trusted advisor to managers, candidates, and employees
Track record of accountability, strong work ethic, and delivering high-quality results in a data-driven, fast-paced environment
Fluent English; familiarity with the India, Southeast Asia, and Middle East talent market