Lead Recruiter - US

Avoma•San Jose, CA

21d•$135,000 - $155,000•Onsite

About The Position

Avoma is seeking a hands-on Lead Recruiter to own end-to-end recruiting across Sales, Customer Success, Marketing, Product, Design, Engineering, and other functions. Approximately 90% of the role focuses on talent acquisition, partnering directly with founders and hiring managers to define role needs, build candidate pipelines, assess talent, and close hires. The role emphasizes proactive sourcing, candidate engagement, structured assessment, hiring quality, and accountability for recruiting outcomes in a fast-moving startup environment. The remaining portion supports essential People Operations as needed, including offer acceptance, preboarding, onboarding, employee records and documentation, HRIS data, benefits enrollment, payroll coordination, and routine employee lifecycle administration. This is not a traditional HR administration or people-management role. The position is based in-office in San Jose, California, five days per week. Avoma is a venture-backed, fast-growing startup with more than 1,200 paying customers. It develops an AI-powered meeting assistant and conversation and revenue intelligence solution for customer-facing teams.

Requirements

At least 8 years of hands-on recruiting experience; 10 or more years preferred.
Proven full-cycle recruiting experience in technology, SaaS, or high-growth startup environments.
Experience recruiting across multiple functions, ideally including Sales, Customer Success, Marketing, Product, and Engineering.
Strong experience with proactive sourcing, passive candidate engagement, and outbound recruiting.
Ability to independently manage recruiting processes from sourcing through offer acceptance.
Experience partnering directly with founders, executives, and hiring managers.
Strong understanding of the San Francisco Bay Area technology talent market.
Excellent candidate research, sourcing, and personalized outreach skills.
Strong interviewing, candidate evaluation, and reference-checking skills.
Experience designing structured interviews and competency-based assessments.
Strong offer negotiation and candidate-closing capabilities.
Excellent written and verbal communication skills.
Ability to manage multiple hiring priorities while maintaining high execution standards.
Comfort using AI tools, recruiting automation, and modern Applicant Tracking Systems.
Experience with LinkedIn, Kula, or similar recruiting tools.
Ability to analyze recruiting funnel metrics and use data to improve outcomes.
Interest in experimenting with AI-enabled sourcing, outreach, and recruiting workflows.
Comfort building efficient processes instead of relying on repetitive manual work.
Basic understanding of employee onboarding and common People Operations processes.
Familiarity with Rippling, employee documentation, and benefits coordination.
Willingness to support essential People Operations tasks when needed.

Nice To Haves

Experience as a founding recruiter or senior individual contributor at a high-growth startup.
A strong professional network within the Bay Area technology ecosystem.
Experience with employer branding, recruiting campaigns, and creative sourcing strategies.
Strong references from hiring managers and candidates that attest to recruiting effectiveness and professionalism.
10 or more years of hands-on recruiting experience.

Responsibilities

Own full-cycle recruiting across Sales, Customer Success, Marketing, Product, Engineering, Design, and other functions.
Partner with founders and hiring managers to understand business priorities, define candidate profiles, and develop hiring strategies.
Drive candidate sourcing, outreach, screening, interviewing, offer negotiation, and closing.
Proactively source and engage passive candidates through LinkedIn Recruiter, professional networks, referrals, communities, and other channels.
Build and maintain talent pipelines for current openings and anticipated hiring needs.
Create personalized candidate outreach that communicates Avoma’s mission, culture, and opportunities.
Manage multiple open positions while maintaining hiring velocity, candidate quality, and a positive candidate experience.
Define exceptional performance criteria with hiring managers and develop structured interviews, competency-based assessments, and hiring scorecards.
Evaluate candidates’ skills, ownership, problem-solving, execution, learning agility, and alignment with company values.
Conduct reference checks and bring independent judgment to hiring decisions.
Develop repeatable sourcing strategies, recruiting workflows, and candidate engagement processes.
Maintain organized candidate pipelines and recruiting data in the Applicant Tracking System.
Track and improve recruiting metrics, including time-to-hire, candidate conversion, sourcing effectiveness, offer acceptance, and quality of hire.
Identify recruiting bottlenecks and implement process improvements; provide data-driven hiring updates to founders and hiring managers.
Develop employee referral initiatives and long-term relationships with potential candidates while reducing reliance on recruiting agencies.
Use AI, recruiting tools, and automation to improve research, sourcing, outreach, interview coordination, follow-ups, evaluation, reporting, and workflow efficiency.
Coordinate offer acceptance, preboarding, and new-hire onboarding with hiring managers and internal teams.
Ensure new hires receive required documentation, information, and resources before their start date.
Help maintain employee records, HRIS data, employment documentation, employee handbooks, HR policies, and internal guidelines.
Support benefits enrollment, payroll coordination, employee lifecycle administration, and coordination with external HR, payroll, benefits, or legal partners as needed.
Streamline and automate routine People Operations workflows.