About Us

AI needs a new infrastructure layer. We're building it at Modal.

Every era of computing brought new workloads that previous infrastructure couldn't support: mainframes, databases, and the cloud. Each time, the company that rebuilt the layer underneath defined the decade. AI is no different, except it touches everything instead of one slice, and the window to build the layer underneath it is open right now.

Our customers include category-defining companies like Ramp, Cognition, DoorDash, and Suno. They rely on Modal for instant GPU access, sub-second container starts, and native storage, so it's simple to serve low-latency inference, fine-tune models, and access production-ready sandboxes at scale.

We've passed $1B in annualized run rate, up 15x from a year ago. In October 2026 we raised a $750M Series D led by Accel at a $15.75B valuation.

Our team includes creators of popular open-source projects (e.g.,Seaborn,Luigi), academic researchers, international olympiad medalists, and experienced engineering and product leaders with decades of experience.

About Modal Talent

Modal is growing fast, and the programs that bring people in and set them up to succeed are still being built. You’ll join the Talent team as one of its first hires focused on early-career hiring, working closely with recruiting and leadership to build the internship and campus presence that shape how the best people discover and experience Modal for the first time.

The Role

As Emerging Talent Recruiter, you will own Modal’s intern program and run full-cycle recruiting for our early-career and internship roles. This is a build-from-the-ground-up role for someone who wants full ownership rather than an existing playbook to execute. You’ll find talent before everyone else does, partner directly with hiring managers to close it, and make sure candidates’ and interns’ first experience of Modal is a great one. Where it makes sense, you’ll also own our career fair presence and talent events, and make sure every program ladders up to real hiring outcomes.

What You’ll Work On

Own full-cycle recruiting for Modal’s emerging talent roles, from sourcing through offer and close

Partner with hiring managers across Engineering and other teams to define hiring needs, align on candidate profiles, and calibrate on early-career talent

Identify and engage high-potential candidates through universities, student communities, technical networks, referrals, events, and other emerging-talent channels

Design and run the intern program end to end: recruiting timeline, project scoping with hiring managers, mentorship matching, and conversion to full-time

Lead offer and closing conversations, building strong candidate relationships and helping exceptional people understand the opportunity to build their careers at Modal

Represent Modal at career fairs and campus events, and recruit and prep employee brand ambassadors to join you

Build and maintain relationships with university programs, bootcamps, and community organizations that feed our pipeline

Plan and run talent events (meetups, recruiting mixers, tech talks), managing budgets and vendors along the way

Track and report on pipeline health and program metrics: event pipeline conversion, intern conversion rate, and cost per hire from programs

Create a candidate experience that is thoughtful, transparent, and high-touch at every stage

Experiment with new ways to find, engage, and hire great talent early, and turn what works into repeatable practices

You May Be a Fit If

You have 2+ years of full-cycle recruiting experience, with a track record of identifying and engaging exceptional talent and strong instincts for candidate quality

You’ve run recruiting or talent programs, events, or university relations, ideally owning a program end to end, including budget and vendors

You learn new talent markets quickly, calibrate to a high hiring bar, and can recruit across different roles and functions

You’re a strong project manager: you juggle multiple pipelines, events, and timelines without dropping details or sacrificing candidate quality