Recruiter

Airrack•Los Angeles, CA

About The Position

Airrack is one of the fastest-growing channels on YouTube, built on high-energy stunts, viral challenges, and record-breaking moments. We're a lean, scrappy team that punches way above our weight — and the people behind the camera are just as important as what ends up on screen. We move fast, think creatively, and hold ourselves to an insanely high bar. If you've ever watched one of our videos and thought "I want to be part of that" — this is your shot. Reporting to the Head of Operations, you'll own full-cycle recruiting for roles across content, production, and business operations. You'll work directly with department leads to find people who thrive in fast-moving, high-creativity environments — and who genuinely care about what we're building. This role is for someone who understands that the right hire can change everything, and who takes that responsibility seriously.

Requirements

2–5 years of full-cycle recruiting experience, ideally in media, entertainment, or a fast-moving startup
A track record of finding and closing strong candidates for creative and operational roles
Sourcing instincts that go beyond job boards
Comfort with ambiguity — roles evolve, priorities shift, and you don't freeze up
Strong read on people: talent, culture fit, and potential matter more to you than résumé pedigree
Clear communicator, strong closer, genuine team player
You actually watch YouTube. You understand the creator economy. You care about this space.

Responsibilities

Lead full-cycle recruiting across production, creative, and operational roles
Partner with hiring managers to define what great actually looks like for each role
Run tight, efficient processes without sacrificing quality
Close candidates by selling the mission, the culture, and the opportunity — not just the title
Source creatively — LinkedIn is a starting point, not the whole playbook
Build pipelines for hybrid roles that blend creative instinct with operational rigor
Stay plugged into creator culture, production communities, and internet trends to spot talent early
Give recruiting coordinators honest, useful feedback — not just what they want to hear
Help the team make fast, confident decisions without cutting corners
Balance speed and quality as priorities shift in a dynamic environment
Improve how we hire as we grow — better processes, better tools, better outcomes
Bring structure without bureaucracy
Use data and good judgment to raise the bar with every hire