Founding Recruiter

Dili•New York City, NY

10h•Hybrid

About The Position

Dili is hiring its first dedicated recruiter to take ownership of hiring across engineering, product, compliance, customer success, sales, and G&A. The recruiter will run full-cycle searches while building the systems, processes, and standards needed to make hiring repeatable as the company grows. This hands-on role works directly with the CEO and CTO and partners with hiring managers across the company. As hiring volume grows, the recruiter will help shape and lead the recruiting team. In the first 30 days, the recruiter will learn Dili’s business, team, and hiring process; meet hiring managers; audit open roles and pipelines; take ownership of urgent searches; and identify process, tooling, and data gaps. By 60 days, the recruiter is expected to have an ATS and consistent process in place for every open role, close initial hires, and deliver a two-quarter hiring plan agreed upon by leadership. By 90 days, the recruiter should have a predictable hiring engine with clear metrics and a recruiting roadmap covering team structure, tooling, employer brand, and future recruiting headcount.

Requirements

At least 5 years of full-cycle recruiting experience, including meaningful in-house experience at a high-growth startup.
Track record of hiring across multiple functions, ideally including technical roles such as engineering and product and non-technical roles such as sales, operations, and G&A.
Experience building recruiting from scratch or near-scratch, including selecting and implementing an ATS, designing interview processes, and establishing reporting.
Strong direct-sourcing skills and comfort recruiting senior, passive candidates.
Experience running structured interview processes and coaching hiring managers to use them effectively.
Comfort with compensation conversations, offer construction, and closing, including explaining startup equity.
Data-driven approach to tracking recruiting funnels and using metrics to make decisions.
Strong judgment and high integrity, including ability to keep confidential information confidential.
Ability to manage many searches simultaneously without losing details.
Clear, concise written and verbal communication.

Nice To Haves

Experience managing recruiters or recruiting coordinators.
Experience as the first or second recruiter at a Seed to Series B company during rapid growth.
Experience hiring for B2B SaaS, regtech, fintech, payroll, construction tech, or climate/energy companies.
Familiarity with recruiting tools such as Ashby, Greenhouse, Lever, LinkedIn Recruiter, or Gem.
An existing network in New York’s startup or engineering community.

Responsibilities

Own full-cycle recruiting across all functions, from intake, sourcing, and screening through interview coordination, closing, and offer negotiation.
Partner with founders and leadership to build quarterly hiring plans aligned with company goals and the headcount budget.
Run intake meetings with hiring managers to define roles, scorecards, must-haves, and interview loops.
Directly source senior and hard-to-find candidates, including engineers, compliance experts, and go-to-market leaders.
Select, implement, and manage recruiting tools and workflows, including the ATS, sourcing tools, scheduling, and offers.
Establish structured interviews, calibrated scorecards, interviewer training, debrief standards, and consistent candidate communication.
Build and use recruiting reports covering pipeline health, time-to-hire, conversion rates, offer acceptance, and source quality.
Define compensation bands and leveling with the founders, and manage offers within those guidelines.
Create a fast, direct, and respectful candidate experience.
Build employer brand and talent pipelines through referrals, communities, events, and outreach.
Manage agency and contract recruiter relationships when additional capacity is needed.
As hiring volume grows, hire, onboard, and manage additional recruiters and coordinators.