Internal Recruiter

About Carpe

Carpe is the fastest growing deodorant brand in the US. Our team is composed of about 30 insanely smart people working together in person in downtown Durham, NC. Our office is rather open with many private niches, and our energy level is HIGH.

Ask anyone here what they like most about working at Carpe and you will get the same answer:
the people.

No ego. Honest feedback. High expectations. Everyone pitching in outside their job description. People who are really, really good at what they do and want the people around them to be just as good.

We protect that fiercely.

Department: People

Reports To: Chief of Staff

Location: On site, Durham, NC

We are hiring our first Recruiter to own hiring across Carpe.

One week you may be hunting for someone in finance, the next ecommerce, creative, operations, product, or marketing. You will learn every part of this company because you will be responsible for finding the people who make every part of it better.

At a 30 person company, every hire changes the company.

A significant part of your job is finding exceptional people who are not looking for us yet.

Research the market. Figure out who is actually good. Find them. Get their attention. Start the conversation. Get them excited about Carpe.

You will also help find and onboard freelancers and contractors across the company, building a bench of exceptional independent talent we can turn to when we need it.

• Own full cycle hiring for every open role, from intake with the hiring manager through sourcing, screening, interviews, references, offer, and close.
• Source proactively and constantly. Build targeted searches, identify passive talent, and go after great people instead of waiting for them to apply.
• Get really good at knowing who is good. Understand what someone actually owned, what they accomplished, how they think, and where the gaps are.
• Run the first candidate screen and develop a point of view. We do not need you to summarize the resume for us. We need to know what you think.
• Partner with hiring managers to define what exceptional looks like before a search begins and recalibrate quickly when the market tells us something.
• Own the candidate experience. Great candidates should never wonder where they stand or what happens next.
• Find, assess, and onboard freelancers and contractors across Carpe and build relationships with great independent talent we want to work with again.
• Manage external recruiting partners when we use them while building our internal ability to need them less and less.
• Write and test job descriptions, titles, job posts, and outbound messages. Pay attention to what works and change what does not.
• Run our in person interview process, including projects and panels, and make sure every step is actually helping us make a better hiring decision.
• Reference deeply. We want to understand what it was actually like to work with someone before we hire them.
• Help close exceptional candidates who have other great options.
• Keep our applicant tracking system accurate and useful. No candidate should disappear into a black hole, and no hiring manager should have to ask you where a search stands.

• You learned recruiting somewhere that taught you to hunt for talent, not wait for applications.
• You already know how to source. You know where to look, how to build a search from scratch, how to identify the right people, and how to get passive candidates to respond.
• You are comfortable picking up the phone and calling someone who was not thinking about changing jobs five minutes ago.
• You can carry multiple searches across completely different functions without losing candidates, details, or momentum.
• You ask good questions and actually listen to…