Founding Recruiter

Rec Technologies•San Francisco, CA

1d•$130,000 - $170,000•Onsite

About The Position

Rec is at an inflection point. Every hire we make right now compounds — the right people set the culture, raise the bar, and build the things that matter. We need someone energized by that weight, not intimidated by it. As our Founding Recruiter, you'll report directly to Rachel, one of our co-founders & President, and own talent acquisition across the company. You will be building a function from scratch. From sourcing pipelines to ATS configuration to closing offers, this role touches everything. You'll be the connective tissue between our growth ambitions and the people who make them real. This is a role for someone who thrives in the zero-to-one. Someone who loves the hunt, cares deeply about candidate experience, and brings enough operational discipline to build something that actually scales.

Requirements

4–6 years of full-cycle recruiting experience, with meaningful time in-house at a startup (Seed -- Series A/B preferred)
A proven sourcer with a track record of building pipelines for hard-to-fill roles — you can tell the story of how you found someone everyone else missed
A builder by nature — you've stood up or overhauled recruiting systems in ambiguous, low-infrastructure environments and thrived in it
Strong instincts on talent: you evaluate people on trajectory, potential, and culture add — not just what their last title was
Autonomous and decisive — you operate well as a team of one, make trade-offs without hand-holding, and iterate fast
Genuinely motivated by the mission — you want to help build something real, not just fill seats

Responsibilities

Full-cycle recruiting across all functions: Own end-to-end searches across both Technical & GTM roles. You know how to find exceptional people, pitch them on an early-stage mission, and close them in a competitive market.
Sourcing engine: There's no inherited pipeline here. You'll build repeatable outbound sourcing strategies from scratch — across channels, referral networks, and community — and iterate fast based on what's actually working.
Process & ATS — Own Ashby end-to-end: stage configuration, scorecards, communication templates, scheduling, automations. The right amount of structure for a lean startup — not over-engineered, but tight enough that no great candidate ever falls through the cracks.
Candidate experience — Run a crisp, high-velocity process that respects candidates' time from first outreach through offer. Every interaction — hired or not — is a Rec brand moment.
Hiring manager partnership — Run structured intakes across functions, lead team kickoffs, calibrate throughout the search, push back constructively when the profile drifts, and surface pipeline insights so leadership always knows where things stand.
Employer brand — Help craft and carry the narrative that makes top talent choose Rec. You're one of our loudest, most credible advocates.