Recruiting Lead

What You'll Do

• Close candidates yourself. Source, screen, sell, and close across engineering, sales, and GTM.
• Own technical recruiting. Understand the stack, know which competitors to pull from, and carry a real mental map of the talent landscape.
• Evaluate whether an engineer is actually good — don't just pass resumes through.
• Build infrastructure for 10x. Repeatable sourcing strategies, structured interviews, calibrated scorecards that don't break when we triple headcount.
• Expand into GTM and operations. Once technical recruiting runs cleanly, stand up pipelines for sales, marketing, and ops.
• Partner with founders on hiring strategy. Work directly with founders — no committee, no approval chain. Push back when a spec doesn't make sense. Think 24 months ahead.
• Build and lead a team. Hire and manage recruiters as we scale, and set the bar for performance and velocity.

Who You Are

• A closer with a technical background — years recruiting engineers, with offers to prove it.
• You've scaled recruiting through rapid growth, not just done early-stage setup — you know the ebbs and flows from Series A through C and what breaks at each stage.
• You've built systems, not just filled roles, and you think about what fails at 10x.
• You have tenure and depth — 2–3 year in-house stints where you saw real scale, not a string of short stops.
• You move at founder speed. You close great candidates this week, not next month.
• You can sell the reality honestly — an intense, loud, collaborative, on-site trading-floor culture — to the people who want exactly that.
• You're ready to own the function and build a team under you.

Requirements

• 6–10 years in recruiting, including scaling through rapid growth (Series A–C).
• 2+ years managing recruiting teams of 3+.
• Technical recruiting background strongly preferred.
• Demonstrated ability to source, sell, and close directly — not just manage others who do.
• Experience building recruiting processes that survive 10x growth, and a deep understanding of technical roles and the talent landscape.

Nice to Have

• Companies that scaled from 30 to 200+ (not repeated Series A stints).
• Recruiting for AI-native or technical sales orgs.
• Employer brand and recruiting-content experience.
• Building recruiting teams from scratch.

The Reality

• On-site in San Francisco, Monday–Friday.
• The hours are long and the learning curve is steep.
• You'll be selling that intensity to candidates, so you have to want it yourself — the people who thrive here wouldn't have it any other way.
• If your instinct is to own outcomes rather than manage a process, this is the seat.

Process

• People screen — initial fit and alignment.
• Founder screen — skills and culture fit.
• Super day — see how you operate in real time.

Compensation & Benefits

• Salary: $150,000–$200,000 + performance bonuses & equity.
• Location: Monday–Friday, San Francisco, in-office.
• Benefits: Uber commuter benefits; breakfast, lunch, and dinner provided; snacks/drinks/coffee daily; free gym membership; health, dental, and vision insurance.