Full Life-cycle Recruiter

About the Role: We are looking for a contract recruiter to help us scale our team during a period of rapid growth. This person will lead full-cycle recruiting efforts for both technical and non-technical roles. You will partner with hiring managers, define search strategies, manage candidate pipelines, and ensure a thoughtful and inclusive experience for every candidate. This is a hands-on role ideal for someone who thrives in dynamic environments and is excited to help build a mission-driven team from the ground up

Responsibilities:

● Recruit talent in a highly competitive talent market and achieve strategic hiring goals.

● Manage the full-cycle hiring process from sourcing and screening to offer and close

● Collaborate with hiring managers to define role requirements, search strategies, and interview processes

● Create inclusive and efficient candidate experiences that reflect our values and mission

● Drive alignment across hiring teams and support decision-making throughout the process

● Maintain accurate pipelines and workflows in Greenhouse

● Negotiate and close offers, ensuring alignment with compensation philosophy and role level

● Champion diversity, equity, and inclusion across all stages of recruiting

Role Summary

• Experience:

• Minimum 5 years recruiting experience

• Not overqualified at 15 years if the candidate is hands-on and full-cycle

Recruiting Scope:

• Full-cycle recruiting (intake → sourcing → interview management → offer → acceptance)

• Not a sourcing-only or closing-only role

• Environment:

• Experience in both large-scale companies and startups is strongly preferred

• Ability to move fast, adapt to change, and handle ambiguity

Core Focus Areas

Technical Recruiting (Primary)

• Senior Software Engineers

• Machine Learning roles

• Common tech stacks:

• Backend: C , Python

• Frontend: React, Angular

Non-Technical Recruiting (Secondary)

• Recruiters may be shifted to non-technical roles as engineering demand fluctuates

• Examples include higher-level, niche roles (e.g., Public Policy Manager)

• Experience recruiting both technical and non-technical roles is required

Tools & Systems

• ATS: Greenhouse

• Sourcing Tools:

• LinkedIn Recruiter

• SeekOut

• Creative sourcing strategies encouraged

What Makes This Role Unique

• Recruiter owns roles end-to-end

• Expected to:

• Conduct intake meetings with hiring managers

• Set expectations clearly

• Manage stakeholder relationships independently

• Strong candidate management and follow-through skills are critical

Location & Work Model

• Hybrid:

• Onsite: Tuesday–Thursday

• Remote: Monday & Friday

Hiring Volume

• Pipeline-based hiring

• Example:

• Multiple headcount for same role (e.g., 10 Backend Engineers)

• Fewer, more time-intensive non-technical roles (e.g., 4–6 headcount)

• Candidates must be:

• Hands-on, full-cycle recruiters

• Comfortable sourcing technical talent

• Adaptable to shifting priorities

• Experienced working directly with hiring managers