Lead Recruiter

At Avoma, we believe building an exceptional company starts with hiring exceptional people.

We're looking for a Lead Recruiter who is passionate about finding, attracting, assessing, and closing outstanding talent.

This is a recruiting-first role, with approximately 90% of your focus dedicated to talent acquisition. You will own end-to-end hiring across Sales, Customer Success, Marketing, Product, Design, Engineering, and other functions. You'll work directly with founders and hiring managers to understand what exceptional talent looks like, build strong candidate pipelines, and bring outstanding people into Avoma.

The remaining portion of your role will involve supporting essential People Operations activities as needed, including new-hire onboarding, employee documentation, and basic HR coordination.

This is not a traditional HR administration role or people management role
. We're looking for a hands-on, experienced recruiter who excels at proactive sourcing, talent assessment, candidate engagement, and closing – and who takes personal ownership of hiring outcomes.

This is a high-impact opportunity for someone who takes pride in their recruiting craft, thrives in a fast-moving startup environment, and wants to help build an exceptional team at a growing AI company.

Avoma is an AI-powered meeting assistant and conversation and revenue intelligence solution built for customer-facing teams. We automatically capture, summarize, and analyze conversations to unlock insights that drive better decisions, faster execution, and stronger customer relationships.

We're a venture-backed, fast-growing startup with 1,200+ paying customers
, building at the intersection of AI, productivity, and revenue intelligence
.

• Own full-cycle recruiting across primary functions as Sales, Customer Success, and Marketing, and also across other functions such as – Product, Engineering, and Design.

• Partner directly with founders and hiring managers to understand business priorities, define ideal candidate profiles, and develop effective hiring strategies.

• Personally drive candidate sourcing, outreach, screening, interviewing, offer negotiation, and closing
  .

• Proactively identify and engage passive candidates through Linked In Recruiter, professional networks, referrals, communities, and creative sourcing strategies.

• Build and maintain strong talent pipelines instead of relying primarily on inbound applications or external recruiting agencies.

• Develop compelling, personalized candidate outreach that communicates Avoma's mission, culture, and opportunities.

• Manage multiple open positions simultaneously while maintaining hiring velocity, candidate quality, and a great candidate experience.

• Take accountability for hiring results – not simply recruiting activity
  .

• Partner with hiring managers to clearly define what exceptional performance looks like for every role.

• Develop structured interview processes, competency-based assessments, and hiring scorecards.

• Evaluate candidates for skills, ownership, problem-solving, execution, learning agility, and alignment with Avoma's values
  .

• Help hiring managers distinguish between candidates who can perform the job and those who can truly excel.

• Conduct thoughtful reference checks to validate candidates' experience, accomplishments, and demonstrated impact.

• Bring independent judgment to hiring decisions and challenge assumptions when necessary.

• Continuously improve hiring quality through better sourcing, assessment, interviewing, and decision-making.

Our goal isn't simply to fill positions. It's to consistently raise the talent bar across Avoma.

• Develop repeatable sourcing strategies, recruiting workflows, and candidate engagement processes.

• Build talent pipelines for both immediate openings and anticipated future hiring needs.

• Maintain accurate, organized candidate pipelines and recruiting data in our Applicant Tracking System (ATS).

• Track and improve recruiting metrics, including time-to-hire, candidate conversion, sourcing effectiveness, offer acceptance, and quality of hire
  .

• Identify bottlenecks in the recruiting process and proactively implement improvements.

• Provide regular, data-driven hiring updates to founders and hiring managers.

• Develop employee referral initiatives and build long-term relationships with potential candidates.

• Continuously improve hiring…