Lead Recruiter

Utility Profit•Austin, TX

8d•Hybrid

About The Position

Utility Profit is seeking a Lead Recruiter to own the recruiting function and craft, reporting to the COO. This role involves managing an existing in-house recruiter and retained search firms, while also personally sourcing, screening, interviewing, and closing for priority roles. The Lead Recruiter will build the strategy for talent attraction, manage pipeline health, and ensure a high-quality candidate experience. This position requires direct collaboration with the executive team and hiring managers across various departments, including Product, Engineering, Sales, Operations, and Marketing. The goal is to build and maintain robust talent pipelines, refine job descriptions, design interview processes, and leverage AI tools to enhance speed and quality in recruiting efforts.

Requirements

Several years as a recruiter who personally sourced and closed priority roles.
Experience managing at least one in-house recruiter and/or retained search firms.
Evidence of setting recruiting strategy or building hiring plans.
Comfortable with Greenhouse or a similar ATS.
Based in Austin.
Ability to tell a hiring manager a candidate is not good enough.
Ability to tell leadership a plan is not realistic.
Direct and precise communication skills.
Bias to action and ability to move quickly.
Resourcefulness in identifying unclear areas and finding necessary information.
Active use of AI tools to increase speed and quality of work.

Nice To Haves

Strong preference for technical recruiting, executive/leadership recruiting, or both.
Experience hiring in the U.S. and Mexico/Latin America.
Experience managing a mix of employees and contractors across markets.

Responsibilities

Personally source, screen, interview, and close for priority roles.
Build and run talent pipelines for medium-term talent attraction.
Write and refine job descriptions with hiring managers.
Design interview plans and scorecards, and train interviewers.
Own the candidate experience throughout the hiring process.
Manage the in-house recruiter, including priorities, coaching, and workload.
Own retained-agency relationships, including briefing, accountability, and cost-effectiveness.
Serve as the single owner of pipeline health across in-house and agency efforts.
Create realistic hiring timelines and proactively surface risks.
Develop contingency plans for high-value roles, including backup pipelines and succession options.
Define the company's recruiting strategy, including channels, SLAs, and tool utilization.
Utilize Greenhouse and related tools for data integrity and leverage AI for sourcing, writing, and research.