Recruiter

Crypto Banter • Arnold, MD

8d • Onsite

About The Position

Crypto Banter is the world's No.1 LIVE crypto streaming channel with multiple distribution arms, sharing breaking news and alpha to the world. What started with two enthusiasts in a coffee shop has evolved into a consortium of the most influential media channels in the industry, accruing over 10M monthly views; and a suite of products built for every stage of the crypto journey. We are a group of misfits and entrepreneurs who work harder than anyone else, fueled by an obsession for what we do. We are on a mission to build the most profitable community in the world.

We are looking for a strategic, relationship driven Senior Talent Manager to serve as a core people pillar across our rapidly expanding business. You are not just filling vacancies; you are an architect who knows how to design and run a global talent engine from the ground up.

While you will initially support our live hiring priorities across technical, media, and commercial functions, this role is inherently fluid. You will act as a versatile lead for a constant pipeline of on-demand talent initiatives as we scale the teams building the next generation of crypto products.

This is a start-up pace, not a corporate one. Priorities shift, briefs evolve mid-flight, and the person who thrives here is the one who treats that as the job rather than the problem. If you need a fixed spec and a settled process before you can move, this will not be the role for you.

This role is based on site in Cape Town. Being in the room, close to the team and the energy of the business, is what makes this role work, so you need to be local to CPT and able to work from our office.

Requirements

• Sourcing and Outreach: LinkedIn Recruiter, multi-channel sourcing, Boolean and X-ray search, referral and community networks.
• ATS and CRM: Modern applicant tracking and candidate relationship platforms (Gem, Ashby, Greenhouse or similar), pipeline and funnel management.
• AI and Automation: AI-assisted sourcing, CV parsing and screening, outreach automation, and comfort building lightweight tooling to remove grunt work from the process.
• Assessment and Vetting: Structured competency frameworks, technical screening coordination, background and compliance checks.
• Analytics: Funnel metrics, time to hire, source of hire, and workforce reporting to drive decisions with hard data.
• Scale-up Pedigree: You have hired inside fast-moving start-up or scale-up environments and know how that world actually works. Time spent in larger organisations is welcome, but pure corporate experience alone will not prepare you for this pace. You have a hands on recruitment background that goes well beyond posting and praying.
• Comfortable in the Chaos: You operate well with ambiguity, changing requirements, and competing priorities, and you can build structure around a moving target without waiting for someone to hand you one.
• Analytical and Numbers Driven: You live in the funnel metrics, basing every sourcing and process decision on hard data to spot leaks before they hit time to hire or quality of hire.
• Full-Funnel Recruiter: You are comfortable owning the entire candidate journey, from first-touch sourcing through screening, assessment, offer, and onboarding.
• Creative Strategist: You can spot a generic outreach template from a mile away and know how to craft messaging and hiring logic that resonates with the psychology of the talent you are chasing.
• Crypto Market Literacy: You understand crypto and Web3 talent dynamics, what motivates the best people in this space, and how to compete for them. Some blockchain and tokenomics literacy is a plus.
• Direct Communication: You speak and write clearly in UK English. You have a bias to action and thrive in a lean, high output team where you own the results.

Nice To Haves

• Some blockchain and tokenomics literacy is a plus.

Responsibilities

• Own Strategic Acquisition: Design and execute global sourcing strategies across multi-channel platforms and networks, running the end-to-end recruitment lifecycle from profiling and screening to competency assessment and vetting.
• Optimise the Hiring Funnel: Continuously refine recruitment workflows and advise on hiring strategy aligned with our growth objectives, turning a chaotic, high velocity brief into a repeatable process.
• Build Development and Onboarding Frameworks: Stand up coaching and mentoring structures that retain talent, standardised global onboarding protocols for new joiners, and succession planning across our technical and leadership functions.
• Drive Employer Brand: Execute employer branding initiatives that position us as an Employer of Choice, represent us at industry forums, and maintain a live pipeline of passive talent.
• Run Workforce Analytics: Deliver workforce audits that assess talent pool health and future capacity needs, and lead performance improvement initiatives tied directly to business objectives.
• Manage Compliance and Risk: Ensure talent processes adhere to international regulations and best practice, administer candidate vetting (including criminal and credit background checks), and own contractual documentation and offer management end to end.
• Accountable for Outcomes: You will own the commercial reality of your hiring, quality of hire, speed to fill, and retention, not just activity for its own sake.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed