Own full-cycle recruiting across technical and non-technical roles: Sourcing, coordinating, and closing.
Own the candidate experience end-to-end: Every touchpoint, every piece of feedback, every offer call; we want every person who goes through our process to walk away excited about what we're building, whether or not they join
Build the recruiting infrastructure from scratch: ATS, interview rubrics, comp calibration, hiring manager alignment, then keep improving it as we grow
Partner closely with hiring managers: Deep calibration on what we're looking for, building interview loops that actually test for the right things, etc.
Track the data that matters: Passthrough rates, time-to-fill, offer acceptance rates. Use it to make better decisions, not just report numbers
Own our recruiting brand: Job descriptions, how we show up externally, and the story we tell about what we're building and why it matters
Own recruiting strategy alongside the founders: Which roles to prioritize, how to think about team composition, and how hiring decisions today shape the company six months from now
5–7 years of full-cycle recruiting experience; technical recruiting background is a strong plus, as is at least one stint at a startup
Comfortable with modern recruiting tools (ATS platforms like Ashby, sourcing tools, LinkedIn Recruiter)
Builds relationships quickly across all levels (candidates, hiring managers, founders) and adjusts communication style accordingly
Creative sourcer who finds candidates others overlook, and tenacious enough to follow through
Highly organized with strong attention to detail; can run multiple open roles across different functions simultaneously without things falling through the cracks
Clear, direct communicator in writing and in conversation- equally comfortable selling a candidate on the role and pushing back on a hiring manager