Founding Recruiter

Suppli•,

37d•$180,000 - $220,000•Remote

About The Position

Suppli is an AI-native accounts receivable platform for distributors, manufacturers, and wholesalers selling physical goods on net terms. Our AI credit teammate handles AR end-to-end, syncing with major ERP systems. We are experiencing significant growth, driven by AI infrastructure buildout impacting supply chains. Suppli is replacing outdated software in this industry, managing over $7 billion in open A/R for prominent customers. We are SOC 2 Type II and PCI compliant. The company's product is functional, and the next critical step is talent acquisition. This role is pivotal in defining the company's future by hiring key personnel.

Requirements

5+ years of recruiting experience (in-house or agency), with a track record of sourcing engineers, PMs, and GTM hires who received offers.
Experience as the first or solo recruiter at a seed to Series B company during a hiring ramp.
Proven ability to achieve high reply and first-call rates on cold outreach to passive senior candidates.
Experience running full-cycle searches for both technical and non-technical roles as a solo individual contributor.
Engineering fluency, enabling credible conversations with engineering hiring managers and accurate representation of technical roles.
Daily use of AI for market research, outreach drafting, note synthesis, and operational speed-up.
Experience selecting and setting up recruiting tools.
High taste and a bias for action, with the ability to identify "great" and act decisively.
Ability to move without a playbook and not wait for perfect processes.

Nice To Haves

Experience standing up or migrating an ATS from scratch.
A dense network in software / AI-adjacent engineering talent.
Experience hiring for product and GTM roles in the same year as engineering roles.

Responsibilities

Convert passive candidates into first calls by writing compelling outreach and following up effectively.
Build qualified candidate lists rapidly using AI sourcing tools.
Own top-of-funnel quality by screening candidates and ensuring hiring managers only see qualified individuals.
Partner closely with hiring managers on recruitment processes, including intakes and profile calibration.
Run a lightweight hiring system, focusing on scorecards, efficient processes, ATS hygiene, and a positive candidate experience.
Instrument the hiring funnel by tracking key metrics such as response rates, conversion rates, and source quality.
Build AI-native recruiting workflows to automate tasks like research, market mapping, and outreach.
Prioritize recruitment efforts based on the company's current needs and strategic goals.