Recruiter

About the Role

Title: Recruiter

Reports to: Head of Talent Acquisition

Location: Austin, TX (Hybrid: M/W/F in office)

We’re looking for a highly skilled, resourceful recruiter to be a strategic extension of our Talent Acquisition leadership team, owning some of the most critical and complex searches across our organization.

This is not a role where you’ll simply manage a req list. You’ll help build the organization, partnering directly with senior leaders on talent strategy, leading searches from first conversation through close, and shaping how we identify and hire exceptional talent.

You’ll take on a meaningful mix of senior, specialized, and high-volume searches and will be expected to bring both the sourcing horsepower and judgment to get difficult searches over the line.

You’ll work closely with the Head of Talent Acquisition and, when needed, represent TA leadership in conversations with executives and hiring leaders. You’ll have a seat at the table, a high degree of ownership, and the opportunity to influence hiring decisions that will materially shape the business.

What You’ll Do

• Own full-cycle recruiting for critical searches across various business units including: Operations, GTM, Product/Engineering and more
• Build targeted sourcing strategies for competitive and hard-to-fill talent markets
• Partner with senior leaders to define search strategy, calibrate on talent, and close exceptional candidates

Turn difficult searches into hires

• Build high-quality pipelines from scratch through thoughtful, targeted outbound sourcing
• Engage and convert passive candidates who aren't actively looking
• Maintain a high bar through rigorous upfront qualification and disciplined funnel management
• Work backward from aggressive hiring goals and timelines to consistently deliver results
• Know when to push, when to recalibrate, and when the search strategy needs to change

Be a strategic extension of TA leadership

• Serve as a trusted partner to hiring teams and TA leadership 
• Step into senior stakeholder and executive conversations when needed
• Bring market intelligence, talent insights, and sound judgment to hiring decisions
• Navigate ambiguity and changing priorities without losing momentum
• Provide leadership and stability during periods of high recruiting velocity

Raise the standard for recruiting

• Manage a meaningful requisition load across both high-volume and highly specialized searches
• Use funnel data, pass-through rates, and market feedback to improve recruiting outcomes
• Identify opportunities to improve process, tooling, workflows, and reporting
• Model the level of ownership, rigor, and candidate experience we expect across the TA function

What You’ll Bring

Deep GTM recruiting expertise

• 5+ years of full-cycle recruiting experience
• Experience recruiting in a growth-stage or scaling environment where priorities—and the org chart—can change quickly
• A strong understanding of how organizations are built and what great talent looks like

Exceptional sourcing instincts

• A track record of building pipelines from scratch for senior and difficult-to-fill roles
• Deep experience with outbound sourcing and passive candidate engagement
• The creativity and persistence to find talent beyond the obvious channels
• The ability to turn a compelling opportunity into a compelling candidate conversation

Executive presence and judgment

• Comfortable partnering directly with senior executives and influencing hiring decisions
• Able to establish credibility quickly with hiring teams 
• Strong talent judgment and the confidence to challenge stakeholders when the bar isn't high enough
• Comfortable operating independently and representing TA leadership when it matters
• Able to balance urgency with thoughtful, high-quality decision-making

Operational rigor

• Experience managing recruiting funnels, pass-through rates, time-to-fill, and other core recruiting metrics
• Strong ATS and reporting discipline; Greenhouse experience preferred
• Highly organized and accountable, with the ability to manage multiple complex searches without sacrificing quality
• A bias toward ownership: you see what needs to happen and make it happen

 

Recruiting Process

• Step 1 - Video call: Talent Acquisition interview
• Step 2 - Video call: Hiring Manager interview
• Step 3 - Video call: Team interviews
• Step 4 - Offer & Background Check
• Welcome aboard!