Recruiter

About the role

We're looking for a full-cycle recruiter to own hiring across the company — engineering, product, design, GTM, ops, and CS. You'll run the full pipeline for whatever role is open, from defining what "qualified" means to getting an offer signed.

Responsibilities

• Own full-cycle recruiting: intake with hiring managers, build the pipeline, run process, close candidates — across every function at Bobyard, technical and non-technical.
• Source proactively using GitHub, LinkedIn, research corpora, niche communities, and referral networks for engineering roles, and apply equally sharp sourcing instincts for GTM, ops, and CS talent.
• Write outreach that converts: precise, respectful, relevant messaging tailored to the role and the person. No generic templates.
• Run a tight interview process: coordinate panels, keep candidates and interviewers on schedule, chase feedback, keep Ashby clean and current.
• Build the research layer: create structured candidate profiles (background, signal, fit hypothesis) so hiring managers can move fast with context, regardless of function.
• Own offers and negotiation: draft and manage offer letters, work comp bands, close candidates, loop in legal/immigration partners when needed.
• Instrument the funnel: track source quality, response rates, stage conversion, and time-to-fill across every open role. Surface what's working and kill what isn't.
• Partner with the Talent Engineer: feed signal into automation workflows and help identify where manual work can be systematized without losing quality.
• Represent Bobyard well: every candidate touchpoint — technical or not — is a brand moment. You're often the first impression of who we are and why this company matters.

Requirements

• 3–5 years of full-cycle recruiting at an early-stage startup, spanning both technical and go-to-market/operations hiring.
• Comfortable switching context — sourcing a computer vision engineer in the morning, closing a CS hire in the afternoon.
• Skilled at reading a resume, GitHub profile, or LinkedIn and quickly forming a fit hypothesis, no matter the function.
• Strong writer — your outreach gets replies because it's thoughtful, not because it's volume.
• Comfortable operating without a full playbook. You figure it out, then document it.
• Data-literate: you track your pipeline, know your conversion rates, and use that to improve.
• Fluent in Ashby (or similar ATS) and LinkedIn Recruiter.
• Some exposure to offer structuring, comp bands, or immigration/visa basics a plus.
• Bonus: exposure to construction, trades, or technical industries.

Benefits

• A real path to running a talent line, not a hypothetical one.
• A team that moves fast, owns outcomes, and doesn't hold meetings about meetings.

Pay

We offer competitive, top-of-market compensation tailored based on your role, experience, and contributions, alongside performance-based rewards.