We provide a platform that helps engineering teams identify and resolve bugs that traditional testing approaches miss. Antithesis runs your entire system in a deterministic simulation, breaks it in every way imaginable, and hands you a root cause and a perfect reproduction — no flaky tests, no false positives, no "works on my machine". This allows engineering teams to debug faster and ship with greater confidence.
The rise of AI-generated code has made what we do more important than ever. Agents can write code faster than any human — but faster code isn't better code if it's buggy, stuck in review, or issues are slipping through the cracks undetected. The verification bottleneck is real, and it's growing. This is exactly the problem Antithesis exists to solve. We've been quietly reinventing how the world thinks about software reliability, and we're just getting started.
We're well-funded, deeply technical, and building a platform that tackles one of the most complex yet important problems in modern software engineering. If that sounds like fun to you, keep reading.
Antithesis is scaling its Global presence and we need a recruiter who can find, engage, and close exceptional technical talent in a competitive market. This role is built around flexing through requisitions from hyper technical roles to generalists in support functions. We need a recruiter who can context switch for a wide variety of roles.
You'll own full-cycle recruiting for these roles. You're someone who is equally comfortable cold-sourcing a senior SWE on LinkedIn, running a structured technical screen, and walking a candidate through a complex offer. You bring process and pace, and you make hiring managers better at their jobs.
Own full-cycle recruiting for Technical & Non-Technical roles: sourcing, outreach, screening, structured interviews, debrief facilitation, offers, and pre-onboarding coordination.
Build a deep understanding of what makes a great team member at Antithesis, calibrate quickly with hiring managers, and develop a consistent bar that scales.
Source proactively across technical communities, events, referrals, and targeted outbound campaigns to build pipelines for these hard-to-fill, high-impact roles.
Conduct rigorous screens that assess both technical foundations and customer-facing instincts; guide structured evaluation across the interview panel and reduce bias throughout.
Maintain accurate, actionable ATS hygiene in Ashby and use reporting to track time-to-fill, conversion rates, source efficacy, and quality of hire.
4 to 8 years of full-cycle recruiting experience, ideally in high-growth tech startups or similarly fast-paced environments, with a strong track record in the UK and European markets.
Demonstrated ability to recruit for highly specialized technical talent
Comfortable discussing technical domains at a high level and assessing role-relevant signals; able to calibrate quickly with engineering and go-to-market leaders.
Hands-on experience with Ashby or a comparable modern ATS; Ashby experience is a strong plus.
Strong sourcing instincts across inbound and outbound channels, including LinkedIn, technical communities, events, and referral programs.
Working knowledge of UK employment law and hiring practices, including right-to-work requirements and offer structuring.
Experience recruiting across EMEA, not just the UK.
Familiarity with compensation benchmarking and offer modeling for UK and European candidates.
Experience working closely with a US-based People team and managing the nuances of a transatlantic hiring operation.
