Recruiter (5 Month Contract)

Topline Pro•New York, NY

6d•Hybrid

About The Position

Topline Pro is hiring a Contract Recruiter for a 5-month engagement to lead full-cycle recruiting across various departments including Engineering, Customer Success, Product, Design, Marketing, and Operations. This role requires a recruiter comfortable defining searches for evolving roles, sourcing talent for ambiguous positions, and managing both technical and non-technical searches. The position reports to the Head of People and collaborates with hiring managers across the organization.

Requirements

4+ years of full-cycle recruiting experience
Strong, demonstrated sourcing skills. You should be comfortable building a pipeline from scratch, not just working inbound applicants
Experience recruiting for green or ambiguous roles in Marketing, Product, or Design, where the role definition wasn't fully settled when the search started
Comfort recruiting across both technical and non-technical functions, including Engineering and Operations, in addition to Marketing, Product, and Design
Experience in a high-growth startup environment, where priorities shift and searches move fast
Strong stakeholder management. You can push back on a hiring manager, ask sharp questions, and keep a search on track without hand-holding
Comfort managing multiple open searches at once
Available to work from our Brooklyn office 4 days a week for the duration of the contract

Nice To Haves

A self-starter who doesn't need a fully-formed job description to start sourcing
Someone who treats an unclear role as a puzzle to solve, not a blocker
Direct and organized, you bring structure to searches that don't have it yet
Comfortable with ambiguity and fast pace, this is a startup environment, not a corporate recruiting function
A strong communicator who keeps hiring managers and candidates in the loop without being asked

Responsibilities

Own Full-Cycle Recruiting – Source, engage, and close candidates across the org, including Engineering, Product, Design, Marketing, and Operations, managing the full process from intake to offer.
Build Pipelines for Ambiguous Roles – Partner with hiring managers to translate a rough, evolving need into a real candidate profile, then go find those people. Many of these roles won't have a clean precedent internally, you'll help define what "right" looks like as you go. Other searches will be more clearly scoped, you'll flex between both.
Drive Proactive Sourcing – Build sourcing strategies that go beyond inbound applicants. Reach passive candidates directly, especially for roles where the market is thin or the profile is unconventional.
Partner with Hiring Managers – Run regular intake and pipeline reviews, keep hiring managers accountable to the process, and push back when a search needs to be re-scoped.
Manage Candidate Experience – Keep candidates warm, informed, and moving through a fast-paced process. Represent Topline Pro well in every interaction.
Report on Pipeline Health – Track key metrics (time-to-fill, source of hire, funnel conversion) and flag bottlenecks early.