People Ops Specialist

Goodie AI•New York City, NY

1d•Hybrid

About The Position

Goodie AI is seeking a skilled Talent Acquisition/People Ops Specialist to drive hiring efforts for technical and Go-To-Market (GTM) roles for its sister company, Goodie AI. This role involves managing full-cycle recruitment, ensuring a positive candidate experience that reflects the company culture, and blending strategic recruiting with hands-on people operations. The specialist will be crucial in scaling the team, strengthening culture, and attracting talent to drive growth. The position offers the opportunity to shape talent acquisition strategy and company culture, directly impacting the company's ability to deliver exceptional client results and foster a thriving employee environment.

Requirements

2+ years of full-cycle recruiting experience in fast-paced environments, preferably at AI, SaaS, or similar tech startups.
Proven track record hiring for technical, marketing, sales, and creative roles.
Experience with both domestic and international hiring processes.
Strong understanding of recruiting best practices and compliance requirements.
General exposure to People Ops processes and procedures.
Proficiency with applicant tracking systems (ATS) and sourcing tools.
Knowledge of recruiting platforms (LinkedIn Recruiter and specialized job boards aimed at tech and startup hiring).
Experience with HR information systems and documentation management.
Familiarity with employment law and compliance requirements, domestic and global.
Excellent judgment in assessing candidate potential, cultural fit, and role alignment.
Outstanding written and verbal communication skills.
Ability to build rapport quickly with candidates from diverse backgrounds and industries.
Strategic mindset with the ability to think beyond immediate hiring needs.
Strong self-management and organizational skills.
Ability to handle multiple priorities and deadlines simultaneously.
Growth mindset with openness to feedback and continuous learning.
High level of discretion and professionalism in all interactions.
Natural curiosity about people and what motivates them.

Nice To Haves

Experience in ad tech, product, or marketing-focused companies.
Experience in early stage (Seed-Series B) organizations.
Background in people operations or HR generalist functions.
Event planning and culture programming experience.
Experience with remote team management and engagement.

Responsibilities

Partner with hiring managers to define role requirements, develop sourcing strategies, and execute hiring plans for technical and GTM positions.
Source, screen, and interview candidates for roles including Software Engineers, Data Engineers, Product Design, Marketing professionals, Sales professionals, and other technical and GTM positions.
Manage candidate pipelines from initial outreach through offer acceptance and onboarding.
Proactively build and maintain a robust network of qualified candidates across target roles and markets.
Coordinate interviews, provide feedback to candidates, and guide them through the hiring process.
Ensure every candidate has an exceptional experience that reflects NoGood's and Goodie values and culture.
Act as a brand ambassador, representing NoGood and Goodie professionally in all candidate interactions.
Develop and refine recruitment messaging and positioning to attract top talent.
Maintain consistent communication with candidates throughout the process, providing timely updates and feedback.
Assist in the design and execution of comprehensive onboarding experiences for new hires.
Coordinate 30, 60, and 90-day check-ins and development plans.
Manage new hire documentation, compliance requirements, and first-week schedules.
Support broader people operations workflows and employee documentation management for both NoGood and Goodie.
Collaborate with the People Team to plan and execute culture initiatives including team events, offsites, happy hours, and celebrations.
Support employee engagement efforts across our New York, remote US, and global team.
Collaborate with leadership on team-building initiatives and company culture development.
Coordinate company swag, recognition programs, and other engagement activities.
Track and analyze recruiting metrics to identify trends and improvement opportunities.
Provide regular reporting on hiring pipeline, time-to-fill, and candidate experience metrics.
Continuously refine recruiting processes based on data insights and candidate feedback.