Now hiring!
You have opted out of job matches in .
To undo this, go to the 'Skills and Interests' section of your preferences.
Published about 1 month ago
Responsibilities & more
I'm Alexander Torrenegra, founder of Torre. We are building the new global job network. We have a team of full-time product engineers, but we are opening the doors for members of our community to contribute to Torre at their convenience. whenever they want. And while we could ask them to volunteer, we believe that the fair thing to do is to compensate contributors and share with them in the long-term success of Torre. That's why contributors get the option to own shares of our company as if they were tech investors, but instead of investing money, they invest their free time.
This freelance/part-time role may be great for you if:
* You are an experienced software developer with a product and AI mindset.
* You have a proven track record of shipping production-ready code.
* You are looking for a part-time opportunity to sharpen your skills and contribute to projects that will shape the future of humankind.
WHAT IS TORRE?
At Torre.ai, we're building the new global job network, including the protocols and infrastructure for the future of recruitment. Our tech automates recruitment from beginning to end and predicts whether a candidate will be a good fit for a job, team, and leader—and vice versa. Torre’s AI is the talent agent for millions of candidates and the recruiter for thousands of companies. Always free. Always open.
Check our live activity feed: https://torre.ai/activity
More details about Torre below.
SENIORITY AND COMPENSATION
This flexible job doesn't pay cash. You'll be compensated with equity in the form of stock options ( https://www.investopedia.com/terms/e/eso.asp ), which offer some tax benefits for you. The value of your contributions will be determined by your seniority and the time you invest in contributing to Torre. We evaluate your seniority during the screening and interview process, and your hourly compensation (in equity) will directly reflect this demonstrated expertise. If you pass the test and are invited to be a contributor, we'll let you know the value for each hour of your contribution and what percentage of the company that represents.
Essential to keep in mind:
* You'll vest your stock options at the end of each month. There is no cliff.
* Depending on how well Torre performs in the future, said stock options may or may not be very valuable.
* Similar to the risk of any investor in a tech startup, the cash outcome may be significant or worthless.
* You'll likely be able to cash out when we IPO (our main goal) or when we sell the company.
* You'll earn stock options for common stock, similar to full-time team members of Torre, but different from cash investors, who get preferred stock.
* In the event of the company being sold, preferred stock is the first to get cash, followed by common stock.
WHAT WILL YOU DO?
You'll architect, develop, and deliver minor, end-to-end product features that directly impact the user experience. This includes new functionalities, improvements to existing functionalities, and bug-fixing.
While we are fans of small teams, you may also have the opportunity to join Torre as a full-time product engineer in the future.
THE TEAM:
In a cross-functional team, you will work with other experienced engineers, designers, and me, the CEO, to architect, develop, and deploy software. You'll report directly to an Engineering Manager.
TOOLS AT YOUR DISPOSAL:
• Version control and collaboration tools.
• CI/CD pipelines to streamline deployment.
• Monitoring and logging tools to track product performance and uptime.
• Access to user feedback to monitor user behavior, needs, and NPS.
• A data warehouse for analytics and business intelligence.
• The help of the whole product development team.
OUR WORK CULTURE:
You'll interact with a group of passionate, hard-working, smart-working, tell-it-like-it-is, no-drama professionals, with a significant entrepreneurial mindset.
We apply the scientific method to almost everything we do: ideate, hypothesize, experiment, analyze, and repeat. We use this framework for product and marketing experiments (and even sales experiments): https://torrenegra.medium.com/experimento-a-practical-product-management-framework-f533648d74b6
And we're data-driven, too.
APPLICATION PROCESS:
1st. You'll apply via Torre.
2nd. We'll review your application. If you're a potential match, we'll be in touch to address any questions you may have.
3rd. We'll do a first interview.
4th. You'll complete one or more tests, during which you'll interact with our team to learn about your engineering and product development skills.
5th. We'll invite you to join as contributor.
THE PROBLEM THAT TORRE IS SOLVING
Recruiters are using AI to spam candidates, candidates are using AI to mass-apply, companies are deploying AI to filter them out, and, soon, AI agents will be hiring and managing more and more people on their own. The result is AIs talking to AIs (millions of chickens with their heads cut off— creating inefficiency, waste, and exclusion). This dynamic, however, unlocks a significant opportunity for the disintermediation of over 4,000 existing job boards.
THE SOLUTION: THE NASDAQ FOR JOBS
At Torre.ai, we're building the new global job network, including the protocols and infrastructure for the future of recruitment. Our automation improves matching speed by over 1000 times compared to both humans and LLMs, while reducing costs by the same factor. We maximize discovery by evaluating every person for every job in real time.
With candidates, we establish a recurring relationship as their talent agent, constantly identify their next best job, and even apply on their behalf. Companies and AI agents can use our tech and network to find candidates, engage them, screen them, filter them, rank them, run ref checks, hire them, and automatically re-engage them.
The foundation of our “secret sauce" is not a silver bullet but the thorough capturing and analysis of hundreds of factors fed into nine different types of AI (not just a one-trick LLM pony) to predict not only whether a candidate is a good fit for a job but also for a team and a leader. Our system works across blue- and white-collar roles, on-site or remote, freelance or full-time (excluding executives—for now).
Our ultimate vision is to build THE global job network with real-timeness for human capital: Companies hiring in minutes, accurately, and without discrimination. Candidates raising their hands and getting job offers right away (the NASDAQ for jobs).
USER JOURNEY
* Candidates join Torre.ai. Torre.ai learns about them.
* Torre.ai crawls jobs and applies on behalf of candidates (as a one-sided AI), creating value for candidates and attracting companies.
* Companies post jobs in Torre.ai. Torre.ai learns about them and their teams.
* Torre.ai evaluates every candidate already in the network across all matching and ranking factors and, if relevant, invites them to the jobs (1000x better, two-sided AI).
* If they are not interested, Torre.ai learns why. If they are, their application is brief as Torre.ai already knows a lot about them.
* Torre.ai presents the top candidates to companies, who are already pre-interviewed, matched, and ranked.
* Candidates bring companies, companies bring candidates, and both create user-generated content for SEO/AEO.
OUR TECHNOLOGY
* Users can interact with us through our website or Emma, our AI recruiter, via our app, email, or WhatsApp.
* 9 types of AI (not just LLMs).
* 100+ matching factors.
* 120,000 skills mapped.
* Professional genomes instead of simple resumes.
* Strong feedback loops.
* Open job matching model.
* And hundreds more. View the full list: http://torre.ai/tech
OUR PROGRESS
* In April 2025, we launched our self-service experience for companies.
* Strong growth, driven primarily by retention and word-of-mouth:
* 40% MoM growth
* 1k new candidates/day
* 25+ new active companies/day ($0 CAC)
* Native product virality is starting to kick in
* Some companies are already submitting offers without interviewing candidates
* Most traction comes from the global remote market (software development, sales, marketing, customer service).
MONETIZATION
We prioritize network growth over revenue. Both companies and candidates can use Torre for free.
With a freemium model, we will monetize companies through:
* Torre Reach: programmatic advertising of job posts (already validated and growing $120K ARR)
* Torre OS: Premium recruitment automation tools (already validated and growing $98K ARR)
* Payroll services
And we will monetize candidates through:
* Priority-access subscriptions (currently being validated)
* Referrals to educational offerings
* Advertising
Our TAM is $200B+/year globally.
FUNDRAISING
We've raised $22 million to date from over 50 global investors, mostly company operators, who are helping us gain traction in their respective industries and geographies. They include:
* Edrizio de la Cruz, fmr. YC partner, founder of Arcus (sold to MasterCard)
* Mike Lazarow, fmr. CSO at Salesforce, founder of Buddy Media (sold to Salesforce)
* Vivek Padmanabhan, founder of PSG, the largest recruiting outsourcer on Earth (sold to Teleperformance)
* Brian Requarth, founder of VivaReal (sold to Naspers)
* Rick Dalzell, fmr. CIO at Amazon and Walmart
* Rodrigo Schmidt, fmr. head of engineering at Meta
* Michael Shoemaker, fmr. head of Uber Latin America
* Diego Piacentini, fmr. head of global expansion of Amazon
* Rami Alturki, business leader in Saudi Arabia
* And many more
I, Alexander Torrenegra, founder of this company, have personally invested $11 million into Torre.ai.
Given that we are a network, crowdfunding is a strategic move. As such, we are likely to run crowdfunding campaigns in the future.
Our end goal is to IPO.
FAIR ARTIFICIAL INTELLIGENCE
We’re committed to it. Read our FAIR (Fair Artificial Intelligence in Recruiting) Manifesto, and discover how Torre’s technology promotes fairness and equity by removing bias from recruitment. http://torre.ai/fair
TORRE'S JOB MATCHING MODEL
We're committed to radical openness, which is why we've decided to unveil the inner workings of our job-matching model (the intelligent mechanism that connects candidates with ideal job opportunities, teams, and leadership). Check it out at https://torre.ai/jobmatchingmodel
POTENTIAL BYPRODUCTS
A real-time, global job marketplace has implications far beyond recruiting. Alongside macro trends (robotics, job automation, remote work), we anticipate:
Mid-term:
* The 'Uberization' of professional roles, with AI autonomously managing talent acquisition and workflow allocation.
* The normalization of interview-less hiring (several companies already do it with us).
* The rise of 'try-to-hire' frameworks as the standard, de-risking career transitions for elite talent, and de-risking recruitment for companies.
* Job specialization, job distribution, and income disparity will continue to increase.
* Early-career candidates with high potential will job-hop significantly more than they do today.
* ID verification will become a requirement for job applications.
Long-term:
* Desintermediation of thousands of job boards and replacement of millions of recruiters.
* In an era of abundant energy and exponential productivity gains driven by AI and robotics:
* A systemic decline in demand for routine manual and cognitive labor.
* A corresponding rise in hyper-specialization for complex, value-creating roles.
* The expansion of the 'empathy economy'—roles centered on human connection, entertainment, hospitality, and care.
* Intrinsic motivation and mission alignment will eclipse financial compensation as the primary drivers of talent.
* An AI talent agent will exclusively represent most top talent.
* The chances of a person realizing their full potential will significantly increase.
DIVERSITY AND INCLUSION:
Torre provides equal opportunities to all applicants without regard to race, color, religion, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive team and welcome people from all backgrounds, experiences, perspectives, and abilities.
RESTRICTIONS:
We’re constrained by our contract, payment provider, and international work laws; unfortunately, we can’t hire candidates from the following countries: Afghanistan, Burundi, The Central African Republic, Congo Republic, Cuba, Crimea, The Democratic Republic of Congo, Eritrea, Guinea, Guinea-Bissau, Iran, Iraq, Laos, Liberia, Libya, Myanmar, North Korea, Papua New Guinea, Somalia, South Sudan, Sudan, Syria, Vanuatu, Yemen, and Zimbabwe.
Optionally, you can add more information later (benefits, pre-screening questions, etc.)