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.