Recruiter

Meter•San Francisco, CA

15d•$130,000 - $180,000

About The Position

Meter is hiring a recruiting generalist to make G&A hiring a repeatable engine, while also supporting GTM and post-sales hiring as priorities shift. The role works directly with the general counsel and head of people to build their teams by defining roles, sourcing candidates, and closing hires. The people hired over the coming year will help shape how Meter operates for the next decade. Within six months, the recruiter is expected to close Meter’s most important G&A hires, primarily through direct sourcing and referrals. G&A leaders should have clear visibility into search progress, and each function should have a calibrated interview playbook. Success is measured by hire quality, with hiring managers willing to rehire those hired and at least 90% remaining after one year, and by velocity, including a 20% reduction in time-to-hire and an offer acceptance rate of at least 80%. The position involves full-cycle recruiting across finance, legal, and people, including senior hires, with additional GTM or post-sales requisitions as needed. The recruiter is expected to conduct extensive talent-market research, engage passive candidates, partner with leaders to define role requirements, maintain structured interview processes, lead pipeline reviews, report monthly hiring metrics, and close candidates against later-stage and public-company offers by communicating Meter’s equity, mission, and scope. Meter notes that this role is not suited to candidates who prefer remote work, narrowly defined responsibilities, inbound-only recruiting, or working without hands-on ownership.

Requirements

Experience running full-cycle searches across finance, legal, and people, including senior hires.
Ability and willingness to conduct hands-on, proactive sourcing to find candidates others have not found.
Ability to maintain hiring standards when teams are ready to settle.
Ability to close candidates whom other companies may consider difficult to attract.
Ability to run structured recruiting processes that help hiring teams make confident decisions.
Comfort working with a flexible scope, taking hands-on ownership, and shifting between priorities.
Preference for working in person rather than remotely.

Nice To Haves

Experience hiring for sales, marketing, or technical operations roles.

Responsibilities

Run full-cycle searches across finance, legal, and people, including senior hires.
Map talent markets for niche positions, such as compensation or commercial counsel.
Source and approach passive candidates, including people who are not actively looking.
Partner with G&A leaders to define role requirements and what strong performance looks like.
Use hiring-manager input and references to assess candidates.
Keep senior candidates engaged through extended hiring processes.
Close candidates by communicating Meter’s equity, mission, and scope.
Lead pipeline reviews with G&A leaders and distribute monthly hiring metrics.
Develop calibrated interview playbooks for each function and maintain structured hiring processes.
Take on GTM or post-sales requisitions when priorities shift while keeping G&A searches on track.