Who we serve
Recruiting for AI Infrastructure Companies
Critical Path Hiring recruits the infrastructure teams inside AI companies: GPU and HPC engineering, distributed systems, platform engineering, SRE, observability, MLOps, model serving, inference performance and forward-deployed engineering. We split one requisition into separate scorecards before sourcing.
Hiring situations
- A cluster or capacity commitment lands before the operating team exists.
- Research or product teams are maintaining infrastructure they should not own.
- Reliability moved from an internal target to a customer commitment.
- Inference cost and latency need an owner with authority over the serving stack.
Roles
- GPU and HPC cluster engineers
- Distributed systems and storage engineers
- Platform engineers and SREs
- MLOps, LLMOps and model serving engineers
- Inference performance and cost engineers
- Forward-deployed and solutions engineers
Engagements
Engagement types
Fixed-fee research or a fixed monthly search retainer. We commit to the work, and we do not guarantee a hire.
Talent Intelligence Sprint
Fixed-scope market read before headcount is committed. See homepage engagement scopes.
Embedded Search Sprint
A recruiter inside your process for a defined sprint. See homepage engagement scopes.
Fractional Talent Partner
Recruiting leadership and systems support tied to your hiring plan.
Selective Executive Search
Focused search for a leadership seat that carries the plan.
FAQ
Questions
- Do you recruit AI researchers?
- No. We recruit the infrastructure layer that makes research and products run. Research and modeling hires are a different market, and we say so on the first call.
- How fast can a search start?
- Intake first, then outreach once the scorecard and pay range are agreed. How fast it goes depends on how clearly the role is scoped and how quickly your team decides.
- Can you help split one requisition into the right roles?
- Yes, and it is often the first deliverable. Splitting platform, reliability, deployment and customer-facing work into separate scorecards changes the candidate pool immediately.
Next step
A short hiring diagnostic covers the role scope, the local market and pay, and ends with a recommendation.