Sr. Recruiter

Responsibilities

• Own end-to-end process and pipeline for a load of 5-10 high-priority searches. Build JDs and interview loops with an outcomes-focused mentality, partnering closely with hiring managers to define needs, clarify what great looks like, and engage with top talent.
• Be a true partner to hiring teams from day one: shape roles, drive intake conversations, challenge assumptions, and align teams on standards and needs.
• Maintain crisp data and process hygiene in Ashby, leveraging the platform's AI-augmented sourcing, search, and pipeline tools to raise visibility, keep pipelines moving smoothly, and amplify reach and impact. Continually explore new ways to help the team make great hiring decisions quickly while keeping candidates excited.
• Set and maintain a high performance bar for talent while moving fast, ensuring strong long-term staffing decisions and helping dodge negotiation traps.
• Work in the open as a public partner to hiring managers and an active voice in recruiting channels. Stay visible and opinionated to inspire trust and confidence.
• Partner closely with the Head of People and Lead Recruiter to build creative and engaging hiring loops, competitive compensation structures, effective training programs, and executive reporting capabilities. Raise the visibility of the work and maximize its impact on the business.

Requirements

• 3+ years of in-house recruiting experience. Might specialize in GTM or technical recruiting, or have broad experience across functions. Thrive in a fast-paced startup or growth-stage environment.
• AI fluency as a core competency — proven ability to leverage AI tools to amplify sourcing, outreach, screening, and decision-making, while applying judgment about where AI helps and where it doesn't.
• Fluency with Ashby and LinkedIn Recruiter (or proven ability to ramp quickly on Ashby).
• Proven ability to own full-cycle recruiting on reqs — sourcing through coordination, closing, and offer management, with a stakeholder-partnership-first orientation.
• Strong sourcing capability, including outbound outreach and pipeline building for hard-to-fill roles.
• Clear, direct communication and exceptional storytelling. Equally adept at influencing senior stakeholders and selling candidates on a vision.
• Strong judgment and the ability to maintain a high talent bar under time pressure.
• Bias toward visibility — working in the open, speaking up in cross-functional spaces, building hiring-manager confidence through engagement.
• Comfort with ambiguity — comfortable laying the track when the train is already moving, and always helping the team move faster without sacrificing process integrity.

Nice-to-Haves

• Specialization in GTM or technical recruiting.
• Experience building creative hiring loops, competitive compensation structures, effective training programs, and executive reporting capabilities.