Founding Recruiting Lead

Responsibilities

• 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.
• 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.

Requirements

• 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.