Founding Recruiter

About the role

We are hiring a Founding Recruiter to build our entire talent acquisition function. You’ll work closely with the founders as a true partner, owning all hiring across operations, GTM, product, and engineering. You’ll create and drive our recruiting strategy, source exceptional talent, and design processes that bring in the best people out there.

Responsibilities

• Building our talent acquisition engine from scratch – strategy, process, tools, metrics, and brand
• Source directly through LinkedIn, talent networks, and other creative channels
• Conduct initial screens, run structured processes, and manage candidates through every stage from first touch to offer close
• Partner with functional teams to define role requirements, design interview plans, and set a high hiring bar
• Define and improve recruiting analytics and dashboards to track funnel health, conversion rates, and time-to-hire metrics
• Establish scalable processes that support rapid growth while maintaining a talent-dense culture
• Deliver an exceptional candidate experience and ensure every touchpoint reflects our values and mission

Requirements

• 3+ years of full-cycle recruiting experience, with deep expertise sourcing, assessing and closing top talent across ops, engineering, GTM and product
• Proven success hiring different types of roles at startups with a high talent bar
• Strong command of outbound sourcing strategies, talent mapping, and passive candidate engagement

Qualifications

• Talent Bar: have a strong instinct for exceptional talent and the judgment to protect the bar, even under pressure
• Clear Communicator: can clearly and convincingly articulate our mission, opportunity, and culture to attract top candidates
• Builder Mentality: thrive in ambiguity, move quickly, and enjoy creating scalable systems from scratch - not just operating existing ones
• Strategic & Hands-On: can design a thoughtful hiring strategy and personally source and close critical roles when it matters
• Data-Driven: use funnel metrics, conversion rates, and feedback loops to continuously improve hiring outcomes
• High Ownership: operate with autonomy, anticipate what’s needed, and take responsibility for results, not just tasks
• Collaborative: partner closely with founders and hiring managers across the company to make great hiring decisions