Business Recruiter

Browserbase•San Francisco, CA

1d•$135,000 - $165,000•Onsite

About The Position

Browserbase is seeking a Business Recruiter to join their growing talent team. This role will partner closely with hiring managers on the business side, focusing on building out the Revenue, Sales, Growth + Marketing, Partnerships, People, and Finance teams. The position offers a unique opportunity to recruit Go-To-Market (GTM) hires who can effectively communicate with engineers about infrastructure. As one of the first recruiters supporting the business side, this role involves owning and building the recruiting process, including intake conversations, interview loops, scorecards, referral programs, and performance metrics. The recruiter will be closely involved with the business to provide input on hiring decisions, not just focus on closing candidates quickly.

Requirements

5+ years of full-cycle recruiting experience.
Strong track record of hiring business and GTM roles.
Excellent interpersonal and communication skills, with the ability to work effectively with candidates and internal stakeholders.
Strong organizational skills and ability to prioritize across multiple open roles and tasks.
Adaptable and proactive, with a collaborative approach to problem-solving.
Comfort with data, including strong ATS reporting and the ability to analyze conversion rates to make recommendations.
Sufficient technical fluency to discuss how infrastructure is sold and to screen for it (no engineering background required).

Nice To Haves

Experience hiring in the developer tools, AI, or infrastructure space.
Experience as a technical recruiter.

Responsibilities

Own full-cycle recruiting across GTM and business functions, from intake and calibration through sourcing, assessment, offer strategy, and close.
Partner to build repeatable hiring programs, including structured interview loops, scorecards and rubrics, interviewer training, referral activation, and candidate experience standards.
Help create data and metrics for searches, such as pipeline health, pass-through rates, time to fill, offer acceptance, and quality of hire.
Act as a trusted partner to hiring managers and business leaders on scoping, compensation positioning, and interview design, pushing back when the hiring bar is not met while maintaining relationships.
Provide candidates with a fast, clear, honest, and frictionless experience that aligns with the company's product.
Build diverse pipelines and ensure fairness and consistency in the process as volume increases.