Leads Kaizen’s recruiting function, scaling its systems and team while personally closing senior and executive searches across engineering, go-to-market, operations, and design. Requires experience building talent organizations, managing recruiting teams, partnering with founders, and sourcing hard-to-reach candidates.

Conducts high-volume, full-cycle recruiting for clinical and operations roles in a scaling digital health company. Requires 4+ years of recruiting experience, healthcare or high-growth exposure, and proficiency with LinkedIn, Lever, and Google Workspace.

Own full-cycle recruiting for federal sales, G&A, and operations while building relationship-driven talent pipelines for specialized roles. The position requires 5+ years of recruiting experience, strong sourcing skills, AI fluency, and comfort operating independently in an ambiguous startup environment.

Sources and assesses high-caliber GTM talent for critical revenue roles, partnering with sales leaders on hiring strategy and market intelligence. Requires B2B SaaS or enterprise recruiting experience, MEDDIC/MEDDPICC fluency, strong outbound sourcing, and a data-driven approach.

Sources and assesses high-impact GTM talent for a scaling enterprise software sales organization. The role partners with GTM leaders, conducts deep competency interviews using MEDDIC/MEDDPICC principles, and optimizes recruiting operations through market intelligence and funnel metrics.

The Associate Recruiter will source passive candidates and manage full-lifecycle recruiting across technical and non-technical roles. The role requires strong sourcing expertise, analytical and organizational skills, excellent communication, and the ability to manage shifting priorities in a high-volume environment.

Leads end-to-end recruiting across business functions while managing and coaching a distributed recruiting team. Requires 7+ years of technical recruiting experience, enterprise GTM hiring expertise, and strong stakeholder-management skills.

Own and improve centralized recruiting programs, leading change management, enablement, training, cross-functional initiatives, and data-driven operational improvements. Requires program and project management expertise, AI tool experience, strong communication, and preferably six or more years in recruiting.

Leads full-cycle recruiting strategy for GTM and G&A organizations, partnering with executives, building talent pipelines, and using recruiting analytics to improve hiring outcomes. Requires 5+ years of recruiting experience and hybrid work from San Mateo.

The Business Recruiter will lead full-cycle recruiting for Go-To-Market and G&A teams, advise hiring managers, source active and passive candidates, and improve recruiting processes. The role requires at least two years of recruiting experience and is hybrid in San Mateo.

Own full-cycle recruiting for global Operations and corporate-function roles, partnering with leaders on hiring strategy, sourcing, and candidate experience. The role requires approximately three years of recruiting experience, strong stakeholder management, and the ability to build scalable processes in a fast-paced remote environment.

Leads and develops Talent Acquisition Partners while shaping recruiting strategy, advising senior business leaders, and improving hiring performance through data and market intelligence. Requires 8+ years of full-cycle recruiting experience and at least 2–5+ years leading recruiting teams.

Coordinates interviews, candidate communications, background checks, recruiting systems, offers, and talent acquisition operations. The role requires at least two years of corporate experience, recruiting or HR experience, and familiarity with ATS or CRM platforms.

The Business Recruiter will own full-cycle hiring for business and operations functions, building elite talent pipelines, partnering with executives, and closing high-caliber candidates. The role requires 2–5+ years of agency or in-house recruiting experience and comfort in a fast-paced, five-day in-office environment.

Leads full-cycle recruiting for G&A functions including Recruiting and Risk, partnering with senior leaders on search strategy, talent assessment, sourcing, and closing. Requires 5+ years of recruiting experience and strong judgment in complex or specialized searches.

Sources and engages candidates across diverse functions, manages high-volume pipelines, and partners with recruiters to support rapid hiring. Requires 2+ years of sourcing experience, strong written communication, ATS proficiency, and a creative, organized approach.

The Senior Business Recruiter will lead full-cycle hiring for go-to-market functions including Sales, Customer Success, Partnerships, and Revenue Operations across North America. The role requires 5+ years of recruiting experience, strong sourcing skills, and the ability to advise senior stakeholders in a high-growth technology environment.

Leads and transforms the talent acquisition function through full-cycle recruiting, strategic sourcing, recruiting technology ownership, and AI-enabled workflow automation. The role partners with hiring managers and leadership and requires at least six years of technology recruiting experience, including go-to-market hiring.

Leads India and Asia-Pacific recruiting for Engineering and IT, managing recruiting leaders and owning senior technical searches. The role requires deep India technology-market knowledge, experience scaling distributed recruiting organizations, and data-driven talent strategy expertise.

Coordinates high-volume recruiting operations, including interview scheduling, candidate communications, ATS accuracy, and offer logistics. The role requires 1–3 years of recruiting coordination or comparable operations experience, strong organization, judgment, and communication skills.

Sources, vets, and onboards specialized experts to build the supply side of an AI data-services business. The role requires 2–5 years of high-volume recruiting experience, sourcing-tool expertise, AI workflow fluency, and ownership of funnel metrics.

Sources, vets, and onboards specialized AI annotators and domain experts while building scalable sourcing channels and maintaining an engaged expert roster. The role requires 2–5 years of high-volume recruiting experience, sourcing-tool expertise, and comfort with AI workflows and funnel metrics.

Own end-to-end recruiting for technical go-to-market, business operations, and planning roles supporting Crusoe’s Spark business. The contract recruiter will advise senior stakeholders, source hard-to-find talent, manage complex requisitions, and assess both technical fluency and customer-facing capability.

Senior individual contributor responsible for sourcing and engaging exceptional talent across technical, product, leadership, and specialized searches. The role requires 6+ years of sourcing or recruiting experience, advanced talent research capabilities, and technical fluency.

Supports engineering intern and new graduate hiring through full-cycle recruiting, university programs, team matching, and recruiting events. The role requires experience advising engineering leaders, managing high-volume technical recruiting, and using AI to improve recruiting processes.

Own full-cycle corporate recruiting across Engineering, Product, Operations, Marketing, and other functions. The role requires 5+ years of recruiting experience, startup experience, strong sourcing capabilities, an NYC tech network, and extensive Ashby expertise.

Coordinates high-volume recruiting operations, including interviews, candidate communication, travel, and stakeholder scheduling across multiple recruiting functions. Requires at least two years of recruiting coordination experience, strong organization, and excellent communication skills.

Own recruiting operations for the New York City team, including interview scheduling, Ashby data integrity, candidate experience, onsite execution, reporting, and workflow automation. The role requires 3+ years in recruiting, HR, project, or similar operations and hands-on AI automation experience.

Own full-lifecycle recruiting and help build Mintlify’s talent foundation as its second Talent team member. The role partners with founders and hiring managers, sources passive talent, improves recruiting operations, and closes high-impact hires.

Own full-cycle recruiting for Ramp’s UK GTM expansion, hiring across sales, solutions consulting, partnerships, and customer success. The role requires 5+ years of GTM or sales recruiting experience, strong UK market knowledge, exceptional sourcing and closing judgment, and the ability to influence senior leaders.

Own end-to-end recruiting across commercial, technical, product, and engineering functions, initially focusing on go-to-market hiring. The role requires strong sourcing, full-cycle recruiting, candidate communication, and familiarity with the London and/or New York talent markets.

Leads full-cycle recruiting for Business and Go-to-Market teams across EMEA, partnering with senior stakeholders and developing sourcing and hiring strategies. Requires 7+ years of recruiting experience, SaaS and scaling-tech knowledge, and fluency in French.

Contract Recruiter responsible for scaling North American go-to-market hiring through full-cycle recruiting, talent sourcing, hiring-manager partnership, and candidate experience management. Requires 5+ years of recruiting experience, including work in high-growth technology startups and B2B SaaS GTM functions.

Own end-to-end recruiting for Sales roles across EU and UK markets, developing data-driven sourcing strategies, talent pools, and scalable hiring processes. The role requires autonomous full-cycle recruiting experience in B2B SaaS and strong partnership with senior leaders.

Coordinates high-volume interview processes while owning and improving the recruiting systems, data, workflows, and automation that support scalable hiring. The role requires strong organization, communication, operational judgment, and comfort with ATS configuration and recruiting metrics.

Own end-to-end recruiting for scarce engineering, manufacturing, hardware, and operations talent supporting Crusoe’s Spark business. The role requires 5+ years of full-cycle recruiting experience, strong passive-sourcing and market-mapping skills, and the ability to partner with senior technical hiring managers.

Owns full-cycle recruiting for ML, robotics, infrastructure, autonomy, and software engineering teams while partnering with engineering leaders on hiring strategy. Requires at least two years of in-house technical recruiting experience and strong direct-sourcing capabilities.

Coordinates end-to-end interviews, candidate communications, scheduling logistics, and onboarding support for a fast-growing talent team. The role requires 1–3 years of relevant coordination or operational experience, strong organization and communication skills, and familiarity with applicant tracking and scheduling tools.

Senior recruiting coordinator supporting complex global interview scheduling, candidate travel, and Talent Acquisition operations across EMEA. The role requires at least five years of recruiting coordination experience, strong ATS and logistics expertise, and excellent judgment, organization, and communication skills.

Sources and engages exceptional passive and active talent for complex, high-volume recruiting needs while partnering with recruiters and stakeholders. Requires 3+ years of recruiting or sourcing experience and demonstrated success converting passive prospects into candidates.

Leads full-cycle recruiting across technical and non-technical functions, building proactive pipelines for both defined and ambiguous roles. Requires 3+ years of recruiting experience, strong sourcing, and the ability to partner effectively with hiring managers in a high-growth environment.

Leads end-to-end technical recruiting for engineering, security, data, and AI/ML roles while partnering with senior stakeholders on hiring strategy, sourcing, interviews, and offers. Requires 10+ years of full-cycle technical recruiting experience and strong recruiting analytics and communication skills.

Recruiter responsible for scaling G&A and GTM teams through full-cycle recruiting, sourcing, talent mapping, and candidate evaluation. The role partners strategically with hiring managers and requires at least one year of high-volume recruiting experience plus a relevant bachelor’s degree.

Recruits for Operations and Customer Support teams by partnering with hiring managers, sourcing passive candidates via LinkedIn, owning full-cycle hiring, and ensuring excellent candidate experiences. Requires 1+ years high-volume recruiting experience and BS degree; hybrid in Salt Lake City office 3 days/week.

The Senior Sales Recruiter will own end-to-end hiring for sales teams across EMEA, partnering with regional leaders to source, attract, and close high-performing candidates. The role requires at least three years of sales recruiting experience, strong influencing skills, and professional fluency in English and German.

Technical Recruiter supporting full-cycle hiring across R&D, Engineering, Product, Data, and AI initiatives on a 12-month project. The role requires complex technical recruiting experience, AI/ML talent-market familiarity, strong sourcing, and data-driven hiring-manager partnership.

Own end-to-end recruiting across technical and non-technical roles, partnering closely with hiring managers and closing candidates in a fast-growing fintech startup. The role requires 4–6 years of full-cycle recruiting experience, strong sourcing and closing skills, and the ability to manage multiple requisitions independently.

Leads strategic talent discovery and pipeline development for specialized technical and corporate hiring, using market intelligence, advanced sourcing platforms, and AI-powered workflows. Requires 8+ years of sourcing experience and strong consultative partnership, analytics, and stakeholder-influence skills.

Senior executive sourcer will develop market intelligence, proactive pipelines, and AI-powered sourcing systems for specialized engineering and technical hiring. The role requires 8+ years of technical sourcing experience and expertise engaging passive, cleared, and niche talent.

Leads technical talent discovery and market intelligence for specialized aircraft engineering hiring. The role requires 8+ years of technical sourcing experience, advanced sourcing-platform expertise, and hands-on use of AI workflows and automation.