Build a recruitment engine that finds exceptional people before they're looking. The best talent doesn't apply to job boards.
Design interview processes that actually predict performance. No brain teasers. No culture fit theater. Real signal on whether someone can do the work.
Create candidate experiences that close deals. Top talent has options. They should leave our process wanting to work here, even if we pass.
Own the full cycle. Sourcing, screening, coordinating, closing. Plus the unglamorous parts: ATS management, offer letters, background checks.
Partner with team leads who've never hired before. Teach them to spot excellence without turning them into full time recruiters.
Handle HR operations on the side, employee onboarding & activation. Important but not your main focus.
Requirements What matters: You've recruited for startups that went from 25 to 200+. You know the difference between hiring at each stage. You can spot potential, not just pedigree. Some of our best people came from unexpected backgrounds. You move fast without compromising standards. We'd rather have an open role for three months than make a bad hire.