Founding Recruiter

Strella•New York, NY

About The Position

Strella is reimagining market research with AI. Our platform conducts in-depth, AI-moderated interviews and transforms customer conversations into actionable insights in a fraction of the time of traditional research. We’re building a new model for market research that combines the speed and scale of AI with the strategic expertise of world-class researchers. Our mission is to make high-quality customer understanding faster, more accessible, and more impactful for every business. We're growing our go-to-market team fast. We're hiring a Customer Success Lead, a Business Development Representative and a Product Marketing Manager now, and more roles will follow. We're looking for our first Internal Recruiter to own hiring end to end. You'll build the recruiting engine and help shape the team that takes Strella to market.

Requirements

4–8 years of recruiting experience, with at least 2 years in-house at a venture-backed B2B SaaS or AI company.
A track record of closing GTM hires such as AEs, SDRs/BDRs, CSMs, solutions engineers and marketers, ideally 15+ a year.
Experience as an early or founding recruiter at a Seed to Series C startup, or helping a team scale through hypergrowth.
Fluency with modern sourcing tools such as LinkedIn Recruiter, Clay, Gem or similar, and an ATS such as Ashby.

Nice To Haves

Experience recruiting for research, insights or AI-native companies.
GTM leadership hiring (Head of Sales, VP Customer Success).
An existing network of GTM talent in New York.

Responsibilities

Own Full-Cycle Hiring: Run searches from intake to signed offer across Go-to-Market (e.g., Customer Success, Sales, Marketing).
Work with hiring managers to define each role, its scorecard and its interview plan before the first candidate is sourced.
Close candidates by selling a company they may not know yet, using our story, our traction and the equity opportunity.
Build the Pipeline: Source most of your pipeline through outbound: LinkedIn Recruiter, Clay and sequencing tools, referrals and your own network.
Keep a warm bench of talent so we can move fast when the next role opens.
Evaluate candidates on substance, including quota attainment, deal size, sales motion and retention outcomes.
Build the Recruiting Playbook: Build our hiring process from scratch: structured interviews, scorecards, take-home exercises, debriefs and offer approvals.
Own the ATS (Ashby) and reporting on time-to-fill, pass-through rates and source quality.
Make every candidate's experience fast, organized and personal, so our process becomes a selling point.
Partner With Leadership: Work directly with our founders and GTM leaders on headcount planning, leveling and compensation.
Advise hiring managers on market conditions, candidate expectations and how to win competitive offers.
Help define how Strella recruits as we grow, including employer brand, referral programs and eventually technical hiring.