Lead Recruiter

About Us:

Hive Watch is a tech-forward, inclusive organization fostering the evolution of the physical security industry. We are a diverse team of forward thinkers who empower each other to find creative and collaborative solutions in an industry ripe for modernization. We are passionate about the problems we're solving for our customers and equally passionate about the company we're building.

Hive Watch is here to help security teams pivot from chasing threats to preventing them. We protect organizations, people, and property through the intelligent orchestration of physical security programs. With better communication, more insights, and less "noise", we are modernizing what it means for businesses and their employees to truly feel safe.

• Funding & Growth Momentum Hive Watch recently closed a $33M Series B, bringing total funding to over $65 million. The company is entering "Phase 2:
  Scale" with multiple Fortune 500 customers secured. 95% of Americans have interacted with a product, service, or brand protected by Hive Watch.
• Founder with Deep Industry Expertise Ryan Schonfeld, Founder & CEO, began his career as a police officer and investigator before leading Global Security and Safety Technology at Fox Group. He founded Hive Watch to disrupt an antiquated physical security industry with AI-powered tools that free security operators from false alarms to focus on real threats.
• Cutting-Edge AI Technology Security leaders are under tremendous pressure to modernize their function using AI, and Hive Watch is uniquely positioned to automate 90%+ of alarm responses for organizations, transforming how enterprise security teams work.
• Culture of Ownership & Impact This is an environment where you can take genuine ownership, build meaningful relationships, and deliver results quickly. If you want to help build and scale a rapidly expanding organization with a real path to advance your career, this is the place.

About the Role:

We're looking for a Lead Recruiter to aggressively scale Hive Watch's hiring engine across Technical, Sales, and G&A roles. This is a deeply hands-on role for someone who loves sourcing, closing, and building repeatable recruiting systems that drive quality and speed.

Your focus is pure recruiting excellence. You'll own full-cycle hiring, develop high-quality pipelines, and build the interview structure, processes, and recruiting operations needed for Hive Watch to scale quickly and intelligently. You will also serve as the face of the company for candidates, telling the Hive Watch story in a compelling and authentic way.

You'll work directly with leadership and hiring managers, operate with significant autonomy, and help define what "great talent" looks like as we scale beyond 50 employees.

Key Responsibilities & Success Metrics:

Talent Acquisition (Primary Focus)

• Own full-cycle recruiting across technical and non-technical roles, driving sourcing, assessment, and closing.
• Partner with hiring managers to define role requirements, success criteria, and ideal candidate profiles.
• Build high-quality, diverse pipelines primarily through proactive outbound sourcing and strategic recruiting tactics.
• Deliver an exceptional, values-aligned candidate experience at every touchpoint.
• Establish meaningful recruiting metrics-pipeline quality, time-to-fill, conversion rates, and offer acceptance.
• Act as Hive Watch's ambassador to candidates, clearly communicating our mission, culture, and long-term vision.

Talent Operations (Foundation Building)

• Build structured, repeatable interview processes that support speed and consistency across teams.
• Create scorecards, interview guides, and evaluation frameworks that help hiring managers identify true talent.
• Improve ATS usage, data accuracy, and reporting visibility for leadership.
• Develop scalable sourcing playbooks, scheduling workflows, and recruiting tools that improve efficiency and throughput.
• Partner with leadership on headcount planning, role prioritization, and organizational hiring strategy.

Required Qualifications:

• 5+ years of full-cycle recruiting experience, covering both technical and non-technical roles.
• Proven success building or scaling recruiting processes at high-growth startups.
• Demonstrated ability to generate high-quality talent pipelines through outbound sourcing.
• Strong communication skills with the ability to influence hiring managers and candidates at all levels.
• Metrics-driven mindset with the ability to analyze funnel data and optimize for speed and quality.
• Highly organized, resourceful, and able to juggle multiple searches without dropping details.
• Comfortable operating in ambiguity and building systems from scratch.
• Familiarity with modern recruiting tools and HRIS systems (Linked In Recruiter, Greenhouse,, etc.)

Intangibles:

• Are energized by the challenge of building something from an early stage
• Believe that hiring is the most important thing a growing company does
• Have strong opinions about what great recruiting and people ops look like, but hold them loosely
• Treat…