Generalist Recruiter

Second Front Systems•Washington, DC

10h•$100,000 - $115,000•Remote

About The Position

Second Front Systems is seeking a metric-driven, high-agency, detail-obsessed Generalist Recruiter to enhance their talent acquisition efforts across engineering, operations, growth, mission success, and sales. This role operates at the intersection of commercial software talent and mission-driven defense work. The recruiter will be responsible for sourcing, screening, and placing candidates who meet both technical and mission-driven criteria, while also building talent pipelines for difficult-to-fill and senior positions. Key responsibilities include developing sourcing strategies using Boolean search and LinkedIn Recruiter, managing multiple candidate pipelines in Ashby, assessing candidate motivation, closing offers, and collaborating with hiring managers to ensure efficient recruitment processes and improve key metrics like time-to-fill and offer acceptance rates. The ideal candidate will be capable of managing full-cycle recruiting independently, adapting to changing evaluation criteria, sourcing passive talent at scale, qualifying candidates under ambiguous conditions, and negotiating offers confidently. Fluency in using Ashby for pipeline configuration, reporting, and workflow automation, along with a data-driven approach to adjust sourcing strategies, is essential. The recruiter will act as a key partner to hiring managers, ensuring searches progress efficiently, surfacing high-quality candidates, and maintaining a positive candidate experience. They will also push back on unrealistic job specifications without becoming a bottleneck and incorporate market and competitor intelligence into their sourcing strategies. Candidates must reside in one of the approved hiring hubs: DC/Maryland/Virginia, Raleigh/Durham/Chapel Hill, NC, Denver/Colorado Springs, CO, or Dallas/Fort Worth, TX.

Requirements

3–5 years of full-cycle recruiting experience owning concurrent searches across technical and commercial functions
Hands-on fluency with Ashby or comparable ATS — pipeline configuration, reporting, and workflow automation, not data entry
Recruiting experience across Engineering, Ops, Growth, Mission Success, and Sales — vocabulary and evaluation criteria shift with the role
Closer's instinct — reads candidate motivation, negotiates offers confidently, identifies late-stage drop-off risk
Metrics-driven approach — tracks time-to-fill, source yield, offer-acceptance rate and adjusts search strategy in real time, not post-mortem
Extend and negotiate offers, partnering with compensation/HR as needed to close candidates
Startup or high-growth company experience — comfortable with ambiguity, shifting priorities, and building as you go rather than following an established playbook
Familiarity with niche or cleared talent pools (e.g., security clearance requirements, specialized technical skill sets)

Nice To Haves

Proactive and solutions oriented mindset
Viewing obstacles as opportunities for growth
Bias toward action and tangible, measurable results
Team-oriented with a focus on personal responsibility and autonomy

Responsibilities

Source high-signal candidates across Engineering, Ops, Growth, Mission Success, and Sales through LinkedIn Recruiter, referrals, and passive outreach
Govern 8–15 concurrent requisitions end-to-end from intake through offer close, preventing pipeline stagnation on any single req
Synchronize with hiring managers across functions to define role requirements, calibrate candidate standards, and maintain tight feedback loops
Architect Ashby as your system of record, keeping pipelines, stages, and candidate data clean and current
Orchestrate candidate experience that holds top talent engaged through every interview round and maintains responsiveness
Mitigate cultural misalignment by representing 2F's mission authentically at every candidate touchpoint from initial outreach through final offer
Assess hiring manager specs into sourcing Boolean and screening rubrics, catching over-specification early and pushing back on unrealistic timelines before pipeline risk compounds
Synchronize feedback loops across concurrent searches — consolidating hiring manager input, candidate signals, and market intelligence into weekly pipeline decisions that keep offers moving and prevent late-stage drop-off

Benefits

Competitive salary
100% employer-paid medical, dental, and vision coverage for you and your dependents
401(k) with a 3% company contribution
Comprehensive wellness benefits, including a One Medical membership, mental health resources, family planning support, and more
Equity incentive plan
New hire technology and home office stipend
Annual professional development stipend
Flexible paid time off, plus all federal holidays
Generous parental leave
Flexible remote work opportunities
Employee referral bonus program