Recruiter Jobs

About The Position

Requirements

• 3–5 years of full-cycle recruiting experience owning concurrent searches across technical and commercial functions.
• Hands-on fluency with Ashby or comparable ATS — pipeline configuration, reporting, and workflow automation, not data entry.
• Recruiting experience across Engineering, Ops, Growth, Mission Success, and Sales — vocabulary and evaluation criteria shift with the role.
• Closer's instinct — reads candidate motivation, negotiates offers confidently, identifies late-stage drop-off risk.
• Metrics-driven approach — tracks time-to-fill, source yield, offer-acceptance rate and adjusts search strategy in real time, not post-mortem.
• Extend and negotiate offers, partnering with compensation/HR as needed to close candidates.
• Startup or high-growth company experience — comfortable with ambiguity, shifting priorities, and building as you go rather than following an established playbook.
• Familiarity with niche or cleared talent pools (e.g., security clearance requirements, specialized technical skill sets).
• Candidates must reside in one of our approved hiring hubs: DC/Maryland/Virginia, Raleigh/Durham/Chapel Hill, NC, Denver/Colorado Springs, CO, Dallas/Fort Worth, TX.

Responsibilities

• Source high-signal candidates across Engineering, Ops, Growth, Mission Success, and Sales through LinkedIn Recruiter, referrals, and passive outreach.
• Govern 8–15 concurrent requisitions end-to-end from intake through offer close, preventing pipeline stagnation on any single req.
• Synchronize with hiring managers across functions to define role requirements, calibrate candidate standards, and maintain tight feedback loops.
• Architect Ashby as your system of record, keeping pipelines, stages, and candidate data clean and current.
• Orchestrate candidate experience that holds top talent engaged through every interview round and maintains responsiveness.
• Mitigate cultural misalignment by representing 2F's mission authentically at every candidate touchpoint from initial outreach through final offer.
• Assess hiring manager specs into sourcing Boolean and screening rubrics, catching over-specification early and pushing back on unrealistic timelines before pipeline risk compounds.
• Synchronize feedback loops across concurrent searches — consolidating hiring manager input, candidate signals, and market intelligence into weekly pipeline decisions that keep offers moving and prevent late-stage drop-off.

Benefits

• Competitive salary
• 100% employer-paid medical, dental, and vision coverage for you and your dependents
• 401(k) with a 3% company contribution
• Comprehensive wellness benefits, including a One Medical membership, mental health resources, family planning support, and more
• Equity incentive plan
• New hire technology and home office stipend
• Annual professional development stipend
• Flexible paid time off, plus all federal holidays
• Generous parental leave
• Flexible remote work opportunities
• Employee referral bonus program