Founding Recruiter

Mach9 • San Francisco, CA

1d • $80,000 - $150,000

About The Position

This is a foundational role where you will own the entire recruiting process from start to finish. You will be responsible for building the recruiting infrastructure from the ground up, including the Applicant Tracking System (ATS), interview rubrics, compensation calibration, and hiring manager alignment. A key aspect of this role is ensuring an exceptional candidate experience at every touchpoint. You will partner closely with hiring managers to define hiring needs, build effective interview loops, and track key recruiting metrics to inform strategy and decision-making. Additionally, you will shape the company's recruiting brand and contribute to the overall hiring strategy alongside the founders.

Requirements

• 5–7 years of full-cycle recruiting experience; technical recruiting background is a strong plus, as is at least one stint at a startup.
• Comfortable with modern recruiting tools (ATS platforms like Ashby, sourcing tools, LinkedIn Recruiter).
• Builds relationships quickly across all levels (candidates, hiring managers, founders) and adjusts communication style accordingly.
• Creative sourcer who finds candidates others overlook, and tenacious enough to follow through.
• Highly organized with strong attention to detail; can run multiple open roles across different functions simultaneously without things falling through the cracks.
• Clear, direct communicator in writing and in conversation- equally comfortable selling a candidate on the role and pushing back on a hiring manager.

Responsibilities

• Own full-cycle recruiting across technical and non-technical roles: Sourcing, coordinating, and closing.
• Own the candidate experience end-to-end: Every touchpoint, every piece of feedback, every offer call; we want every person who goes through our process to walk away excited about what we're building, whether or not they join.
• Build the recruiting infrastructure from scratch: ATS, interview rubrics, comp calibration, hiring manager alignment, then keep improving it as we grow.
• Partner closely with hiring managers: Deep calibration on what we're looking for, building interview loops that actually test for the right things, etc.
• Track the data that matters: Passthrough rates, time-to-fill, offer acceptance rates. Use it to make better decisions, not just report numbers.
• Own our recruiting brand: Job descriptions, how we show up externally, and the story we tell about what we're building and why it matters.
• Own recruiting strategy alongside the founders: Which roles to prioritize, how to think about team composition, and how hiring decisions today shape the company six months from now.

What This Job Offers

• Job Type: Full-time
• Career Level: Entry Level
• Education Level: No Education Listed