Lead Recruiter

Utility Profit is building the technology infrastructure that makes moving easier. Moving is powered by fragmented data, outdated provider systems, phone calls, PDFs, and manual administrative work. Our platform connects every home with the electricity, gas, water, and internet providers that actually serve that address helping renters and home buyers discover their options and get essential services activated.

Behind that simple customer experience is a difficult technical problem: there are little to no APIs and we're often navigating ever changing and poorly designed websites. We are developing AI-powered automation that can understand unfamiliar processes, interact with external systems, manage exceptions, and turn messy real-world work into reliable software. Our technology performs meaningful operational work that has traditionally required people, phone calls, and repetitive manual effort.

We serve property managers, title companies, renters, and home buyers putting in long hours that are often underserved with technology.

We are a profitable, product-led technology company growing rapidly while maintaining a disciplined approach to sustainable growth. Founded by members of the team behind Favor, which was acquired by H-E-B, Utility Profit has raised more than $15 million from leading investors.

We are based in Austin and work together in person Tuesday, Wednesday and Thursday.

Utility Profit is looking for a Lead Recruiter who owns recruiting as a function and as a craft, reporting to the COO.

You will manage our existing in-house recruiter and the retained search firms we already use and intend to keep using. You own the rest of hiring, the quality of those agency searches, and the plan that sits over all of it.

This is not a job where you only oversee other people’s pipelines. You personally source, screen, interview, and close. You also build the plan of how we attract talent medium term, while retaining pipeline and backup especially for high-value seats where turnover would hurt the business.

You will work directly with the executive team and hiring managers across Product, Engineering, Sales, Operations, and Marketing.

• Personally source, screen, interview, and close for priority roles. You are in Linked In, in networks, on the phone, and in the debrief - not only coordinating other people who do that.
• Build and run pipelines so we always know who is next, not only who is in process this week.
• Write and refine job recs with hiring managers. Keep them honest about the work, the bar, and the tradeoffs.
• Design interview plans and scorecards, train interviewers, and keep process tight from first outreach through accepted offer.
• Own candidate experience. High-bar people should feel the company is serious, fast, and clear.

• Manage our in-house recruiter: priorities, bar, coaching, load, and what they own vs. what you keep.
• Own the retained-agency relationships. C-level searches and some VP-level searches stay with those firms. You brief them, hold them to the bar, decide when a search belongs with them, and make sure we are not paying for work we should do ourselves.
• Be the single owner of pipeline health across in-house and agency work, so leadership sees one picture, not three.

• Create realistic timelines and surface risk early. If a search is slipping, say so with a recommended change, not a status update.
• Own contingency planning for high-value roles. For seats we cannot afford to leave empty, keep a live backup plan: warm pipelines, succession options, agency backup where it earns its keep, and a clear trigger for when we activate it.
• Define how Utility Profit recruits: channels,…