Principal Recruiter

Bizee•Houston, TX

1d•Remote

About The Position

About Bizee Bizee has helped nearly two million entrepreneurs start and run their businesses. Now we’re building what comes next: an AI-powered platform designed to help founders launch, operate, stay compliant, and grow their businesses with less friction and more confidence. We’re profitable, founder-led, and entering an important stage of growth. As we scale, one of the most important investments we can make is in the quality of our team. We believe exceptional people raise the performance of everyone around them, and every hire is an opportunity to make Bizee stronger. The Opportunity We are looking for a Principal Recruiter who combines exceptional recruiting craft with the mindset of a builder. You will lead high-impact searches across Bizee, from individual contributor and specialized roles to senior leadership and confidential searches, while helping us build a recruiting function that can scale without lowering the bar. This is not a role for someone who simply manages requisitions. You will partner closely with hiring leaders to define what great looks like, challenge assumptions, identify exceptional talent, design high-signal interview processes, and close candidates who can materially raise the level of the organization. You will also help build the systems, standards, workflows, and candidate experience behind how Bizee hires. As an AI-first company, we expect you to continually rethink how technology can make recruiting faster, smarter, and more effective while preserving human judgment where it matters most.

Requirements

7+ years of progressive full-cycle recruiting experience across a range of roles and levels, including senior, specialized, confidential, or difficult-to-fill searches.
A demonstrated ability to directly source and close exceptional passive candidates rather than relying primarily on inbound applicants or external agencies.
Experience partnering with executives and senior hiring leaders as a trusted talent advisor.
Strong knowledge of structured interviewing, scorecards, calibration, and evidence-based hiring decisions.
Experience building or materially improving recruiting processes, systems, workflows, or infrastructure.
Strong AI fluency and curiosity. You actively use AI in your recruiting workflow and have a point of view on how AI will change sourcing, assessment, recruiting operations, and the role of the recruiter. You experiment, learn quickly, and look for opportunities to automate low-value work.
Strong judgment around talent quality and a clear point of view on what separates good candidates from truly exceptional ones.
Excellent communication skills and the ability to influence, challenge, and coach hiring leaders constructively.
Strong operator instincts. You are structured, practical, resourceful, and biased toward action.
High EQ and high backbone. You can push for clarity, challenge weak assumptions, and hold the talent bar under pressure without adding unnecessary bureaucracy or drama.
Comfort operating in ambiguity, building process, and running live searches simultaneously.
Working knowledge of recruiting across a distributed U.S. workforce, including exempt and non-exempt roles.

Nice To Haves

Experience with international hiring or rapidly scaling technology, SaaS, platform, PE-backed, or tech-enabled services businesses is a plus.

Responsibilities

Lead full-cycle recruiting. Own searches from intake and sourcing through interviews, offer, and close across a wide range of functions and levels.
Find exceptional talent. Build pipelines of passive and hard-to-find candidates through direct sourcing, market mapping, referrals, and long-term relationship building.
Partner with leaders. Advise hiring managers and executives on role definition, talent profiles, leveling, market conditions, team needs, and hiring decisions.
Raise the hiring bar. Build structured, high-signal interview processes that help teams make better decisions and consistently identify exceptional builders, operators, and leaders.
Build an AI-first recruiting function. Use AI and automation across sourcing, talent mapping, research, outreach, interview preparation, candidate assessment, pipeline analysis, and recruiting operations. Continuously experiment with new tools and workflows that improve speed, quality, and recruiter leverage.
Build scalable recruiting systems. Improve how Bizee approaches intake, sourcing, interviewing, candidate assessment, ATS workflows, decision-making, and candidate experience.
Use data and market intelligence. Bring compensation benchmarks, pipeline performance, conversion data, talent-market insights, and quality signals into hiring conversations.
Create an exceptional candidate experience. Ensure candidates experience Bizee as thoughtful, fast-moving, transparent, and high-bar from first contact through close.
Connect recruiting to onboarding. Help create a seamless transition from candidate to employee so new hires arrive prepared, engaged, and positioned to ramp quickly.
Raise the craft of the team. Share best practices, mentor and calibrate with other recruiters, and help continuously improve how the broader Talent function operates.