Recruiter

myKaarma•Long Beach, CA

9h•Hybrid

About The Position

This is a full-cycle recruiting role. You'll own searches across engineering, go-to-market, and corporate functions concurrently. You'll work directly with a small, lean HR team, which means you'll have real autonomy and real visibility. There's no coordinator to hand work off to. What you build here, you own. If you're someone who figures things out, moves fast, and takes pride in the quality of every hire — this is a good fit. If you need a lot of structure to operate, it probably isn't. We're deep into AI as a company and that includes how we hire. But our ethos has always been people first, then process, then technology. That's not changing. You'll get to work at that intersection in a role where your thinking actually matters and your work is visible.

Requirements

3+ years of full-cycle recruiting experience. In-house preferred, agency considered if you made the transition intentionally.
You figure things out. When you hit a wall (a role that won't close, a search that isn't producing, a hiring manager who isn't aligned) you don't wait to be told what to do. You determine the root cause, adjust, and try something different.
You're honest about tradeoffs. If a search is going to take longer than expected, you say so early. If a candidate isn't right, you don't send them anyway. If a process isn't working, you help us find a better way.
You learn fast and course-correct faster. When something isn't working, you notice it early, adjust without being told, and don't repeat it. Ramp time matters less to us than what you do with what you learn.
You recalibrate and reprioritize quickly. You adapt without losing quality.
You're good with ambiguity. We rarely have a perfect job description, a clear hiring timeline, or an obvious candidate pool. You work with what you have and ask good questions when you need more.

Responsibilities

Own full-cycle recruiting, intake to offer, across all functions and business locations (USA, India, Canada)
Build relationships with hiring managers and help them think clearly about what they actually need
Source actively and maintain a meaningful referral pipeline that comes from clients and employees
Move candidates through a process that's respectful of their time and honest about ours
Maintain clean data and communicate clearly on pipeline status
Identify where our process is slow or broken and recommend or execute the needed fixes
Help us improve how we hire