Recruiter

Starbridge•New York, NY

8d•$120,000 - $160,000•Onsite

About The Position

Starbridge helps go-to-market teams win in the public sector. Government buyers signal their priorities constantly — in council meetings, budget documents, RFPs, and public records — but that intelligence is scattered across thousands of sources and impossible to track by hand. Our platform surfaces those signals, connects them to the right buyers, and turns them into pipeline. We move fast, stay close to our customers, and are building the category. This is a chance to join early and shape how we scale. Starbridge is hiring a Recruiter based in New York to help us hire the top 1% of the market as we scale. You will report to our Head of Recruiting. We tripled headcount and filled 30+ roles last year with just two Recruiters. More than half of our hires come from outbound because we run recruiting the way we run go-to-market: engineered, measured, and AI-forward. Sourcing, research, interview prep, and reporting all lean on AI here (check out our feature with Juicebox). You'll inherit that leverage and push it further.

Requirements

5+ years recruiting in a high-growth environment.
You already use LLMs in your recruiting work: research, outreach, call summaries, funnel analysis, and can describe a workflow you built or improved.
Proven ability to independently qualify, screen, progress, and close technical candidates.
Real technical depth: you can hold a credible conversation with an engineer about what they built and why, and tell genuine ownership from a rehearsed answer. You don't need to code.
Exceptional written and verbal communication, high attention to detail, and strong organizational instincts.
Ownership mentality: you thrive in ambiguity, move quickly, and bias toward action.

Nice To Haves

Familiarity with modern recruiting platforms (Ashby, Greenhouse, Gem, Juicebox).
Prior experience scaling recruiting at an early-stage company.

Responsibilities

Recruit with a real AI stack: Much of the manual work in this job: sourcing review, interview prep, note-taking, pipeline reporting, is already automated here.
Recruit the top 1%, not the available 10%: For every search, build a written point of view on what great looks like, which companies produce it, and who specifically we should be talking to, then go earn the reply.
Own screening and assessment: Run résumé reviews, prescreens, and deeper technical or competency-based evaluations to keep decisions moving.
Own offers and closing: Most finalists are weighing something else, and losing one at the offer stage is the most expensive thing that happens in this role.
Run a process candidates talk about afterward: Shooting star speed for responsiveness and decisions in days rather than weeks. Candidates who don't get an offer should still send us their friends.
Tell hiring managers what they need to hear: Flag a mis-scoped search, a below-market band, or a profile that doesn't exist in week one, with market data and funnel numbers behind it.