Recruiter - $65.38 - $71.92 per hour

About the Role

This opportunity is for a Senior Recruiter to support continued organizational growth by identifying, attracting, assessing, and hiring exceptional talent. The role is designed for an experienced recruiter who enjoys proactively finding hard-to-reach candidates, partnering closely with hiring leaders, and improving recruiting systems and processes. The Senior Recruiter will own full-cycle recruiting across Operations and Outreach functions, including Finance, Legal, Technology, Philanthropy, and Communications, while also supporting research hiring when needed. The position combines hands-on recruiting with sourcing strategy, hiring process design, candidate assessment, recruiting analytics, employer branding, and broader hiring strategy.

Responsibilities

• Partner With Hiring Managers
  • Work closely with hiring managers and organizational leaders to define role requirements and determine what success looks like for each position.
  • Guide hiring teams through recruiting processes and help them make thoughtful, evidence-based hiring decisions.
  • Monitor talent pools, identify patterns and trends, and share relevant insights with hiring stakeholders.
  • Build strong relationships with leaders and serve as a trusted recruiting thought partner.
• Build the Top of the Funnel
  • Proactively identify and engage passive candidates through targeted sourcing, referrals, networking, events, and other recruiting channels.
  • Develop creative sourcing strategies for difficult-to-fill positions across a wide range of functions.
  • Use available recruiting tools and platforms to prospect for high-quality talent.
  • Create compelling outreach designed to attract candidates who may not be actively looking for a new opportunity.
• Create Hiring Infrastructure
  • Write compelling and accurate job descriptions.
  • Design structured interview plans that improve the quality and consistency of candidate evaluation.
  • Develop and refine candidate assessment tools and processes.
  • Train hiring teams on effective use of interview and evaluation tools.
  • Measure the effectiveness of recruiting processes and identify opportunities for improvement.
  • Help build scalable recruiting infrastructure as hiring needs continue to grow.
• Manage Candidates
  • Serve as the primary point of contact for candidates throughout the hiring process.
  • Deliver a candidate experience that is efficient, responsive, respectful, and transparent.
  • Coordinate day-to-day communication and scheduling throughout each hiring process.
  • Manage candidate pipelines independently while maintaining clear and timely communication.
• Assess Talent
  • Conduct screening interviews and assess candidates using strong judgment, curiosity, and critical thinking.
  • Evaluate candidate behaviors, experience, capabilities, and organizational fit.
  • Participate in later-stage interviews and hiring decisions as needed.
  • Maintain a consistently high standard for candidate quality.
• Manage Projects and Timelines
  • Keep hiring teams aligned with recruiting timelines and priorities.
  • Coordinate the right stakeholders throughout each hiring process.
  • Manage multiple open roles and competing priorities across different teams.
  • Ensure hiring processes continue moving efficiently from kickoff through completion.
• Recruiting Strategy and Process Improvement
  • Analyze what distinguishes top performers and develop strategies to find more candidates with those qualities, skills, and experiences.
  • Track recruiting data and identify patterns that can improve hiring speed and decision quality.
  • Determine which parts of the recruiting process add value and which may need improvement.
  • Build systems and infrastructure needed to collect better recruiting information when existing data is insufficient.
  • Develop smooth post-offer handoffs and gather insight into new-hire sentiment and performance.
  • Explore opportunities to improve recruiting through experiments such as A/B testing, sourcing campaigns, process changes, and other structured approaches.
  • Contribute to broader hiring strategy and employer-brand initiatives.

Qualifications

• 3+ years of professional recruiting experience, ideally focused on hard-to-fill positions in a performance-driven environment.
• Strong proactive sourcing skills and demonstrated ability to build sourcing strategies rather than relying exclusively on inbound applicants.
• Strong judgment in evaluating candidate behavior, experience, capabilities, and long-term potential.
• Ability to adapt recruiting approaches based on the needs of different roles and hiring managers.
• Entrepreneurial mindset with the ability to identify gaps, solve problems, and improve recruiting processes.
• Excellent written and verbal communication skills, including the ability to communicate clearly with internal stakeholders and sophisticated candidates.
• Strong relationship-building skills and the ability to establish credibility with hiring managers and senior leaders.
• Highly organized and meticulous, with strong documentation, tracking, meeting preparation, and spreadsheet management skills.
• Ability to manage full-cycle recruiting processes independently, including scheduling, pipeline management, candidate coordination, and maintaining roles in an applicant tracking system.
• Comfort working in a rigorous, quality-focused hiring environment with structured assessments, work trials, and detailed candidate evaluation.

Preferred Qualifications

• Experience recruiting across multiple functions such as Operations, Fundraising, Finance, Communications, Technology, or related areas.
• Project or program management experience.
• Strong analytical skills, including ATS reporting, spreadsheet analysis, and translating recruiting data into decisions and insights.
• Experience partnering closely with executive-level leadership and cross-functional stakeholders.
• Experience designing, conducting, and improving interview and assessment processes.
• Interest in HR Business Partner or Talent Development work.
• Familiarity with Greenhouse, LinkedIn Recruiter, or similar recruiting tools.
• Previous mentorship experience or an interest in mentoring others.

What to Expect in This Role

• Hiring processes may include rigorous candidate evaluation, work trials, and a strong emphasis on empirical evidence.
• Some hiring processes may involve more stages than is typical because candidate quality is prioritized over speed alone.
• The role requires a deep understanding of the organization’s work and culture in order to communicate effectively with candidates and hiring managers.
• Proactive sourcing is a core expectation. The role requires actively identifying and attracting candidates rather than relying only on inbound applications.
• The Senior Recruiter will work regularly with executive leadership and other senior stakeholders.
• The role owns hiring processes from start to finish, including scheduling, ATS setup, candidate coordination, and pipeline management.
• Support from more junior colleagues may be available, but the Senior Recruiter is expected to independently manage assigned searches.

Growth Opportunities

• Opportunity to contribute to increasingly strategic recruiting and talent projects.
• Opportunity to help shape the organization’s overall hiring approach and employer brand.
• Significant exposure to executive leadership and teams across the organization.
• As the Talent Acquisition team expands, opportunities may develop for mentorship responsibilities and potential progression into team leadership.

Benefits

• 100% employer-paid health, dental, vision, and life insurance premiums for U.S.-based employees and their dependents.
• Four weeks of paid time off per year.
• 16 weeks of fully paid parental leave.
• Ergonomic home workstation support or coworking space membership.
• Automatic employer contribution equal to 5% of gross salary into a 403(b) retirement plan for U.S.-based employees.

Travel

• Attendance at two annual Visit Weeks in Oakland, California, is important to fulfilling the goals of the role.
• Attendance at up to two departmental retreats per year may be required.
• Occasional additional travel may be helpful for conferences or recruiting events.