WHAT WE''RE LOOKING FOR - 3-5 years across recruiting and/or people ops - depth matters more than time; we want someone who has operated at a high level and grown fast- A genuine talent hunter - you know the difference between sourcing and searching, and you default to the former - You''ve closed candidates who had better-known options and won - you know how to make a compelling case for the right company at the right moment - Strong instincts about people: you read candidates quickly and accurately, and your calibration improves with every hire - Built something from scratch - a hiring process, a performance framework, an onboarding program - not just maintained one - Entrepreneurial by default: you see the gap, you propose the solution, you build it without being asked - Comfortable moving between strategic and operational without losing momentum in either direction - Excellent written communication - direct, plain, no corporate-speak - Data-comfortable: you can build a KPI dashboard, read the numbers, and know which ones actually matter - Operates with urgency without sacrificing quality or candidate experience. - Own full-cycle recruiting across engineering, sales, customer success, and operations - Identify and pursue passive talent - the best people are rarely applying; you''ll go get them - Build deep sourcing pipelines through direct outreach, communities, referrals, and unconventional channels - Partner directly with the CEO to define what great looks like for every role before you start looking- Sell the company authentically and compellingly - candidates should finish the process wanting to be here regardless of outcome - Build a structured interview and scorecard system so hiring decisions are fast, consistent, and defensible - Own the candidate experience end-to-end - people should feel respected and well-informed throughout - Project and strengthen our employer brand as we grow.