Senior Recruiter

Who you are

• 6+ years of full-cycle recruiting, with experience in-house at a high-growth startup (Series A through C is the sweet spot). You've hired across functions, not just one
• You've built before. You've stood up or rebuilt a hiring process, interview framework, or ATS from scratch, and you can tell us what you'd do differently now
• Real influence with senior leaders. You have examples of changing an executive's mind about a profile, a process, or a candidate, and you did it with evidence and relationships rather than escalation
• Strong sourcing chops. You can build a pipeline for a hard role without waiting for inbound
• Comfort with data. You know your funnel numbers, you use them to diagnose problems, and you can explain them to a CFO
• Ownership. You run toward ambiguity, you follow through, and you'd rather ship a good process this month than a perfect one next quarter
• Clear, warm communication with candidates and colleagues alike. People should feel better about Cents after every conversation with you
• Experience recruiting for vertical SaaS, SMB-focused software, or sales-heavy orgs
• Hands-on experience with Ashby, Greenhouse, or Lever, and with Linked In Recruiter
• Exposure to People operations beyond recruiting, such as onboarding, comp, or performance

• You’ll be the first dedicated recruiter at Cents, and you’ll own talent acquisition end to end
• That means you’ll be running full-cycle searches across the company and building the hiring system that Cents will use for years
• You’ll have the opportunity to build a hiring strategy into a real process: a clear definition of what great hiring looks like here, interview loops that predict performance, managers who know how to interview, and a candidate experience that makes people want to say yes
• You’ll design it, get leaders to adopt it, and then run it every day
• You’ll report to the VP of People and partner directly with leaders across the company on their most important hires
• Our leaders care deeply about who joins Cents and they’re eager for a partner who can bring structure, insight, and momentum to how we hire
• The recruiter who thrives here is the one who brings a point of view, grounds it in data, and takes the initiative to move things forward
• You’ll help shape how this company grows, and you’ll see the impact of your work in every team you help build
• Define what the Cents hiring process should look like, stage by stage, from intake to offer, and get leadership aligned on it
• Design structured interview loops for each role family: who interviews, what each stage assesses, and how we decide. Replace gut calls with scorecards and clear debriefs
• Set up and own the tooling: the ATS, job templates, sourcing channels, scheduling, and the hiring metrics we track (time to fill, pass-through rates, source quality, offer acceptance)
• Build the playbooks that make hiring repeatable: intake templates, interview guides, reference and offer processes, and a candidate experience we’d be proud to go through ourselves
• Run kickoff and intake sessions with hiring managers that get to a real, agreed-upon profile before the search starts
• Train interviewers on how to run a structured interview, ask better questions, avoid bias, and write feedback that helps the team decide
• Stay in the room through the whole process: facilitating pre-briefs & debriefs, push for decisions, and coach through tough calls like a split panel or a competing offer
• Build trusted partnerships with our executives and hiring managers
• Bring a point of view. Push back on unrealistic profiles, unclear ownership, or slow feedback, and back it with market data and pipeline evidence
• Own candidate experience from first touch to first day. Keep momentum in every search and never let a great…