CharterUP is transforming the $365 billion global group transportation and mobility market with an AI native platform that powers modern charter, shuttle, and emerging autonomous vehicle operations. Trusted by many Fortune 500 companies, CharterUP connects enterprises, institutions, and event organizers with thousands of vehicles nationwide, while increasingly serving as the operating system for large scale shuttle and transit programs across airports, campuses, industrial sites, and major events.
Through real time availability, transparent pricing, intelligent routing, and AI driven dispatch and optimization, CharterUP replaces a fragmented and opaque industry with automation, accountability, and scale.
Why Join Us
- Innovative Impact: Be part of the team that's revolutionizing group travel, setting new standards in an industry overdue for change.
- Growth Opportunities: As a hyper growth company and one of the fastest-growing companies recognized by Inc., there’s no better time to join our dynamic, growth-stage organization.
- Driven Team: Collaborate with some of the most driven minds in tech, all while working in a remote-first environment with a tech hub in Austin, TX.
- Funding and Stability: Our $60 million Series A funding was just the start—we’re poised for even greater expansion, and you can be part of this exciting journey. CharterUp has achieved this growth profitability and efficiently, ensuring long-term stability.
About the Role
Title: Senior 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 Go-To-Market (GTM) organization.
This is not a role where you’ll simply manage a req list. You’ll help build the GTM 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—including VP, Director, and quota-carrying roles—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.
The person who thrives here has built GTM teams before. You understand how sales and revenue organizations operate, know what great talent looks like, and can earn credibility quickly with executives and hiring leaders.
What You’ll Do
Build the GTM organization
- Own full-cycle recruiting for critical GTM searches, including VP, Director, and other senior sales and revenue roles
- 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
- Help shape the GTM organization as it evolves and scales
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 and right hand to the Head of Talent Acquisition
- 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
- 6+ years of full-cycle recruiting experience, with significant depth in GTM hiring
- A proven track record of building sales and revenue organizations across VP, Director, and quota-carrying roles
- Experience recruiting in a growth-stage or scaling environment where priorities—and the org chart—can change quickly
- A strong understanding of how sales and revenue organizations are built and what great GTM 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 sales and revenue leaders
- 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!
Global Benefits & Perks at CharterUP
We believe great people can live anywhere—and they deserve great benefits, too. While offerings may vary slightly by location, we prioritize hiring near our hubs in Austin, Atlanta, Miami, and Denver as we grow our global team.
- Flexible Work Model: CharterUP operates as a remote-first company, with select roles requiring regular, in-office presence based on team and business needs. Role-specific expectations will be shared during the hiring process. U.S.-based employees may reside in any of our 19 approved states.
- Comprehensive Health & Wellness: Medical, dental, and vision insurance, mental health support, virtual care, gym discounts, and family-building benefits. In the U.S., we cover 100% of premiums for employees. International benefits align with local standards.
- Time Off to Recharge: Paid time off so you can truly unplug. U.S.: 15 PTO days (increasing to 20 after 2 years) + 8 paid holidays. International policies vary by country.
- Financial Peace of Mind: Company-paid life, short-term, and long-term disability insurance where available.
- Performance-Driven Culture: Join a fast-moving, ambitious, and collaborative team that wins together.
- Referral Rewards: Earn bonuses for bringing top talent to the team.
- Planning for the Future: Long-term financial planning support. U.S.: 401(k) plan. International: region-specific savings programs where applicable.
- Top-Tier Tech: Choose a Mac or PC, plus monitor, keyboard, and mouse to hit the ground running.
CharterUP is an Equal Opportunity Employer. We are committed to creating an inclusive, accessible, and respectful workplace. We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin, ancestry, disability, medical condition, marital status, veteran status, or any other protected characteristic in accordance with applicable federal, state, and local laws in the United States and Canada. If you require accommodation during the recruitment process, please let us know. CharterUP is committed to providing reasonable accommodations during the hiring process. If you need assistance or an accommodation, please contact your recruiter.
Hiring Locations: CharterUP U.S.-based candidates and employees must reside in one of the following states: Arizona, Colorado, Florida, Georgia, Hawaii, Mississippi, Missouri, North Carolina, New Hampshire, Nevada, New York, Oklahoma, South Dakota, Tennessee, Texas, Utah, Washington, and Wyoming.
We hire in the U.S. and Canada and are actively expanding our global footprint.
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