Recruitment Lead

Revivn•New York, NY

5d•$130,000 - $145,000

About The Position

Revivn is hiring a Recruitment Lead to own and elevate its recruiting function as the company grows. This hands-on leadership role combines managing a portfolio of full-cycle searches with leading and developing the existing recruiter and improving the systems, processes, and capabilities that support recruiting. The Recruitment Lead will partner closely with the HR Director, senior leadership, hiring managers, Finance, and business leaders to shape recruiting strategy, workforce planning, and hiring practices across the organization. The role covers recruiting for go-to-market, engineering, product, operations, facilities, finance, and leadership positions. A particular focus is building a proactive and sustainable go-to-market talent ecosystem, especially for sales roles. The successful candidate will build pipelines, engage passive candidates, strengthen sourcing and assessment, establish recruiting metrics and communication cadences, and help leaders make thoughtful hiring decisions while balancing speed, quality, and a high hiring bar. The role also emphasizes an inclusive, responsive, and relationship-oriented candidate experience and encouraging organization-wide participation in recruiting. Revivn helps enterprises manage technology through an end-of-life software platform and repurposes hardware that still has useful life, making technology more accessible. The company describes itself as profitable and rapidly growing and is committed to an inclusive, nondiscriminatory environment. Compensation is expected to be $130,000–$145,000 per year plus bonus, with comprehensive medical, dental, and vision coverage. Exact offers may vary based on individual skills and experience, market location, job-related knowledge, and other factors.

Requirements

At least 6 years of full-cycle recruiting experience, including experience on an in-house corporate recruiting team.
Proven success recruiting across functions and levels, including senior, specialized, and hard-to-fill roles.
Strong go-to-market recruiting experience, particularly in sales, with a track record of proactively sourcing and engaging passive talent.
Experience improving recruiting processes and building capabilities in a growing organization.
Ability to influence hiring managers and senior leaders.
Strong sourcing skills and proficiency with tools such as LinkedIn Recruiter, Indeed, and an applicant tracking system such as Greenhouse.
Ability to use recruiting data to inform decisions.
Readiness to take on a leadership role while remaining hands-on in recruiting.

Nice To Haves

Agency recruiting experience.
Experience mentoring others or leading recruiting initiatives.

Responsibilities

Own the overall execution and effectiveness of recruiting across go-to-market, engineering, product, operations, facilities, finance, and leadership roles.
Personally manage full-cycle searches, including senior, specialized, and hard-to-fill positions, from kickoff through offer close.
Build candidate pipelines, source and engage passive candidates, and partner with hiring managers throughout searches.
Coach, direct, and support the existing recruiter; help prioritize searches, address challenges, develop capabilities, and set clear performance expectations.
Partner with the HR Director and senior leadership to improve recruiting methodology, search planning, sourcing, interviews, talent assessment, pipeline management, and hiring decisions.
Develop a proactive go-to-market recruiting ecosystem by creating targeted sourcing strategies, cultivating candidate relationships, mapping talent markets, and building pipelines ahead of hiring needs.
Partner with HR, Finance, and business leaders on workforce planning, hiring priorities, recruiting capacity, and alignment with business priorities.
Advise leaders on talent needs, define success profiles, challenge assumptions, calibrate expectations, and develop hiring strategies.
Establish recruiting cadences, metrics, and consistent communication with hiring managers and leadership; use data and pipeline insights to identify bottlenecks and improve outcomes.
Help ensure hiring practices assess candidates' skills, capabilities, mindset, and values while balancing speed and quality.
Encourage organization-wide participation in talent acquisition through networks, referrals, and proactive talent identification.
Deliver a thoughtful, responsive candidate experience with clear communication, timely feedback, and relationship-building.