Lead Recruiter

About Kojo

It's time to build. Whether it's creating more housing, upgrading our infrastructure, or adapting to climate change, the construction industry is at the center of solving our biggest problems. We’re making buildings cheaper and easier to build by transforming the way commercial construction companies buy their materials. Founded in 2018, Kojo is now one of the fastest-growing construction technology companies in the world. Construction accounts for $10 trillion in global spend annually, and materials—constituting up to 40% of project costs—have seen little innovation in how they’re bought and sold over the past 70 years. This is our opportunity.

About the Role

To meet our season of record-breaking customer growth and AI product innovation, we’re bringing on a Recruiting Lead to own the recruiting function end-to-end. This role will primarily focus on GTM and G&A searches, spanning entry-level to senior leadership, along with the recruiting operations that support scalability. In a competitive talent landscape, our hiring methodology prioritizes business partnership and quality of hire over sheer volume. You’ll collaborate with hiring managers as an extension of their team, ensuring best-in-class hiring amid global expansion. Every hire you make will have an outsized impact on Kojo’s future.

Responsibilities

• Own full-cycle recruiting for Kojo's GTM and G&A searches, from intake to offer, across levels from entry-level to senior leadership.
• Actively source best-in-class candidates, both active and passive, and ensure a white-glove candidate experience through consultative communication and market intelligence.
• Manage and iterate the recruiting operating rhythm, including profile debriefs, pipeline reviews, and reporting to align hiring managers and leadership.
• Manage Ashby as Kojo's ATS, owning requisition workflows, scorecards, and data hygiene to ensure trustworthy pipeline reporting.
• Own compensation benchmarking for open roles, partnering with the Director of People on real-time GTM and G&A market data.
• Close candidates through every stage of the hiring process to maintain a best-in-class offer acceptance rate, managing offers in partnership with Finance.
• Diagnose and resolve bottlenecks in the recruiting process, such as time-to-fill, drop-off stages, or interviewer load.
• Leverage AI-enabled workflows and internal tools (e.g., Claude, Granola, Notion, LinkedIn Recruiter) to synthesize feedback, hiring patterns, and market signals at scale.

Requirements

• Full-cycle ownership: Experience running searches start-to-finish, from intake to signed offer, including hiring high-slope talent who become long-term employees.
• GTM fluency: Ability to distinguish between roles like SDRs and enterprise AEs and screen for the right fit (deep GTM specialization is ideal but not required for every search).
• Early-stage instinct: Experience recruiting in an early-stage company where you iterated on processes, not just followed them.
• Ops discipline: Treat your ATS as a system of record and partner with Operations and Finance to inform business decisions with data.
• Independent operation: Strong judgment to prioritize urgent vs. important tasks and pattern-match candidate themes while improving the recruiting function.
• AI-literate sourcing: Experience using AI tools to speed up sourcing or screening, with the ability to override tool judgments when necessary.
• Range across levels: Experience closing both entry-level and senior leadership hires within the same quarter.

What You Care About

• Accountability: Own calibration calls between hiring managers and comp bands, making trade-offs explicit.
• Impact: Manage multiple searches at different levels and prioritize based on business needs.
• Growth: Use market data proactively to defend comp numbers, not reactively after candidate pushback.

Benefits

This position is eligible for a new hire equity grant and our full suite of perks and benefits for US-based full-time employees. For more details, visit Kojo’s careers page.

Pay

Salary will depend on factors such as experience level, skillset, market dynamics, and internal equity. The compensation and benefits information provided is based on Kojo’s good-faith estimate as of the job posting date.

Schedule

Kojo’s team members work remotely 100% of the time across North and South America, aligning business hours with their local time zones.