Who you are
- At least 5+ years of talent acquisition experience, including independently managing full-cycle recruitment for U.S.-based roles
- Experience recruiting commercial and customer-facing roles in B2B SaaS or technology environments, with a track record of delivering hires
- Strong knowledge of the U.S. talent market, including New York, and the ability to advise hiring managers on candidate availability and compensation expectations
- Proven ability to identify and engage passive candidates through targeted sourcing and tailored outreach
- Strong stakeholder management skills: you can clarify expectations, provide constructive feedback, and keep hiring decisions moving
- A structured, proactive approach to managing concurrent searches, shifting priorities, and accurate recruitment records
- Confidence using ATS platforms, sourcing tools, and recruiting data to manage pipelines and improve results
- Fluent English, clear written and verbal communication, and the ability to collaborate effectively across U.S. and European time zones
- Based in the New York metro area and available for the agreed local collaboration and assignment schedule
- Previous experience as a freelance or embedded recruiter supporting a startup or scale-up
- Experience hiring for enterprise SaaS, fintech, payments, or finance and procurement technology
- An established network in the New York technology or commercial talent market
- Familiarity with Teamtailor, Ashby, LinkedIn Recruiter, Metaview, or comparable recruiting and AI tools
What the job involves
- Own U.S. hiring from kickoff to close: Lead assigned recruitment processes through sourcing, screening, interviews, feedback, offer acceptance, and handover to People Operations
- Partner with hiring managers: Turn business needs into clear job descriptions, success criteria, scorecards, and interview plans. Align expectations early, share market insight, and help the team make timely, well-informed decisions
- Build targeted candidate pipelines: Combine direct sourcing, personalized outreach, referrals, and application screening to engage relevant talent, especially across Sales, Customer Success, and other U.S. functions as needed
- Run structured candidate assessments: Explore relevant experience, results, motivation, and role alignment during first interviews. Share concise, evidence-based recommendations and help interviewers calibrate their assessments
- Deliver a strong candidate experience: Set clear expectations, coordinate interviews across time zones, gather feedback, and communicate next steps and decisions promptly
- Support offers and candidate closing: Establish compensation expectations early and partner with hiring managers and the Talent Acquisition team on offers within approved budgets. Address candidate questions and maintain engagement through the handover before their start
- Keep hiring visible and measurable: Maintain accurate ATS records and provide regular updates on pipeline progress, conversion, sourcing effectiveness, and hiring risks, with clear recommendations on next steps
- Improve how we recruit: Share U.S. talent-market insights, strengthen our local employer presence, and suggest practical process improvements. Use AI to accelerate research and administration while applying your own judgment to candidate assessments
The application process
- First call with Morgan, Talent Acquisition Specialist — 30 min
- Remote case Study with Morgan and Céline, our Chief People Officer
- Coffee fit with members of our team — 30 min
- Cofounders interview with Alexandre — 45 min
Benefits
- Health Insurance plan
- 401k plan
- 4 weeks of paid annual leave
- Great Work & Life Balance
- Scale-up Phase with Career Opportunities
- Fun Rituals Every Months
- Annual Seminar somewhere in France