Lead Recruiter

Kojo•New York, NY

6d•Remote

About The Position

To meet our season of record-breaking customer growth and AI product innovation, we’re bringing on a Recruiting Lead to own the recruiting function end to end. Primarily in the GTM/G&A realms, entry-level to senior leadership searches will fall under this recruiter’s purview - plus the recruiting operations that keep the machine running behind the scenes. In a talent landscape that’s ever-evolving and increasingly competitive, a best in class recruiting function is more important than ever. Our hiring methodology isn’t sheer volume, but sincere business partnership and quality of hire. You’ll work with hiring managers as an extension of their team and manage the operations and scalability to maintain best in class hiring amid global expansion. As a Series C company growing at this record-breaking pace, every hire you make has an outsized impact on what Kojo becomes next. There's no more pivotal time to join and help us take Kojo further into the candidate market.

Requirements

Full-cycle ownership: You've run searches start to finish, from intake call to signed offer (and hopefully hiring high-slope talent where those candidates become long-term employees), without needing a coordinator to hold your hand through any stage.
GTM fluency: You know the difference between what makes a great SDR and what makes a great enterprise AE, and you screen for it accordingly (deep GTM specialization is ideal, not required for every search).
Early-stage instinct: "You've recruited inside a company early enough in its growth that you were also inventing and iterating upon the process, not just following one.
Ops discipline: You treat your ATS as a system of record and have demonstrated experience trusting that data and partnering with Operations and Finance stakeholders to allow your data to inform business decisions.
Independent operation: You have strong judgement to know what’s urgent, what’s important, and where your time and energy should go in order to best serve the business in real time. You have experience pattern matching not only with candidate themes, but consistently upleveling the internal recruiting function from the inside out.
AI-literate sourcing: You've used AI tools to speed up sourcing or screening, and you can point to a specific moment you overrode the tool's judgment with your own.
Range across levels: You've closed both an entry-level hire and a senior leadership hire in the same quarter, and you didn't treat either one as the easy one.

Nice To Haves

Early stage experience is strongly preferred in this environment.
Priorities shift, searches evolve, and there’s a sincere opportunity to scale far beyond the bounds of this job description.
We’re looking for someone who wants to build with the company and may be operating as an individual contributor today, but has the curiosity to scale into broader leadership roles as we continue to grow.

Responsibilities

Own full-cycle recruiting for Kojo's GTM and G&A searches, from intake to offer, across levels from entry-level to senior leadership.
Actively source best-in-class candidates, both active and passive, and ensure a white glove candidate experience through consultative, timely communication and market intelligence to properly matchmake between open roles at Kojo.
Manage, iterate, and continue to run the operating rhythm behind recruiting: profile debriefs and ICP iterations, pipeline reviews, and the reporting cadence that keeps hiring managers and leadership aligned on where every search stands.
Manage Ashby as Kojo's ATS and single source of truth for headcount budgeting, owning requisition workflows, scorecards, and the data hygiene that makes every pipeline report trustworthy.
Own compensation benchmarking for open reqs, partnering with our Director of People on real-time GTM and G&A market data instead of last year's numbers.
Continuously close candidates through every stage in the hiring process to ensure a best in class offer acceptance rate, and manage the offer for every close, partnering directly with Finance on budget and approval before it goes out.
Diagnose where the recruiting process itself is the bottleneck, time-to-fill, drop-off stage, interviewer load, and fix it before it becomes a leadership question.
Leverage AI-enabled workflows and internal tools (e.g., Claude, Granola, Notion, LinkedIn Recruiter) to understand market signals at scale by synthesizing feedback, hiring patterns, and requests to identify opportunities before they become obvious.