Job Description

• Supports business-enabling functions (not engineers, product, or GTM).

• Hybrid between full-cycle recruiter (can source, screen, and close candidates) and recruiting operations partner (pipeline management, reporting, candidate experience).

• Fully remote and a six-month contract that could get extended or turn into full-time

Qualifications

Full-Cycle Recruiting (2–5 years)

• * Running requisitions end-to-end: intake, sourcing, screening, scheduling, offers.
  

  • Managing multiple reqs at once in a high-volume, fast-paced setting.

• G &A Functional Knowledge

* Familiarity with corporate functions (HR, Legal, Finance, Policy).

* Ability to assess non-technical skill sets (e.g., employment law for Legal, FP&A for Finance, HRBP profiles, government/policy backgrounds).

• Assessment & Screening

* Strong phone screen capability: spotting gaps in candidate backgrounds.

* Understanding both competency fit and culture/mission alignment.

• ATS & Recruiting Tools

* Hands-on use of Applicant Tracking Systems (Greenhouse, Lever, Workday, etc.).

* Comfort with LinkedIn Recruiter, sourcing platforms, and reporting dashboards.

• Candidate & Hiring Manager Experience

* Ability to deliver high-touch candidate experience.

* Partnering with hiring managers, giving clear updates, providing market insights.

• Process & Metrics

* Experience tracking time-to-fill, conversion rates, pipeline health.

* Comfortable working in a data-driven recruiting environment.

Success Profile

• Operationally strong: organized pipelines, clear reporting, good follow-up.

• Trusted partner: hiring managers feel supported and see value in recruiter input.

• Candidate advocate: communicates quickly, provides clarity, builds confidence in the process.

• Adaptable: can pivot between high-volume inbound review and targeted sourcing.

Additional Information

All your information will be kept confidential according to EEO guidelines.