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 LinkedIn Recruiter
- Exposure to People operations beyond recruiting, such as onboarding, comp, or performance
What the job involves
- 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 candidate go quiet
- Partner with the VP of People & CFO on workforce planning, comp benchmarking, and how hiring connects to onboarding and performance
- Carry roles across engineering, product, sales, customer success, and G&A, including senior and leadership searches
- Source proactively & build pipelines through outbound, referrals, and community
- Screen, schedule, close. Run compensation conversations, offers, and negotiate with confidence
- Tell the Cents story in a way that lands. We're modernizing an industry most people overlook, and the right candidates find that exciting once they understand it
- Build AI-powered recruiting workflows that automate the repeatable parts of the job, such as sourcing lists, first-touch outreach, scheduling, and interview note synthesis, so your time goes to candidates and hiring managers
- Pick the tools, set them up, and teach the team how to use them well. You'll own the recruiting stack end to end
- Use the time you win back to raise the bar on the parts that can't be automated: judgment, relationships, and closing
Benefits
- Equity
- Unlimited PTO and paid holidays
- Remote-first with offices in New York City and San Francisco
- Health benefits, including medical, dental, vision, mental health support, parental leave, life and AD&D insurance, and disability
- 401(k)
- Work-from-home and commuter stipends
- Laundry reimbursements to support our customers’ businesses
- Comprehensive training, learning, and development programming
- Access to hundreds of discounts and rewards from renowned vendors including deals on health & wellness, travel, dining, auto insurance, and so much more!