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Uber

<div>
 
 About The Role
 
 
 
 At Uber, we pride ourselves on the outstanding team we've built. And the driver behind all our growth, our ambitious and disruptive brand, and the groundbreaking technology we bring to market is the people that make Uber, Uber. Delivering a first-class, on-demand transportation experience takes a critical eye for quality, and we need a recruiting leader who demands the same quality of themselves, and of the team they lead.
 
 
 
 What You'll Do
 
 
 
 <ul>
 <li>
 Build, develop, inspire, and lead an outstanding team to achieve ambitious hiring targets and talent goals.
 </li>
 <li>
 Be embraced as a talent thought partner and collaborate with leadership teams to catalyze, co-create, and drive hiring plans, talent strategies, priorities, and process improvements.
 </li>
 <li>
 Help your teams to excel in hiring practices and coach them to reach outstanding results.
 </li>
 <li>
 Drive hiring excellence, standardization of recruitment processes, and strategic initiatives like inclusive hiring in partnership with the wider recruitment leadership team.
 </li>
 <li>
 Influence hiring manager and partner expectations for a shared understanding of what great looks like in hiring at Uber using data, external benchmarks, and expertise.
 </li>
 <li>
 Influence, lead, and inspire. Hiring involves resources across many functional teams.
 </li>
 <li>
 Challenge and develop your team to become the best they can be.
 </li>
 <li>
 Ground decision-making in analysis and data to help build effective solutions, measure quality, and influence.
 
 
 </li>
 </ul>
 
 Basic Qualifications
 
 
 
 <ul>
 <li>
 Minimum of 8+ years of professional experience
 </li>
 <li>
 Minimum of 5+ years of experience managing a team
 
 
 </li>
 </ul>
 
 Preferred Qualifications
 
 
 
 <ul>
 <li>
 10+ years of experience in talent acquisition or related field
 </li>
 <li>
 Sales/GTM recruiting leadership experience
 </li>
 <li>
 Experience leading a team of managers and/or senior level recruiters
 </li>
 <li>
 You've seen scale on a global basis; having operated and successfully navigated in a high-growth, high-volume, complex environment before
 </li>
 <li>
 You fundamentally understand the levers that allow for recruiting to scale: team, process, brand, leadership, communication, tools, etc.
 </li>
 <li>
 Confident influencer and the ability to find shared success with stakeholders
 </li>
 <li>
 Proven success managing and developing teams through a performance review process
 
 
 </li>
 </ul>
 For Chicago, IL-based roles: The base salary range for this role is USD$183,000 per year - USD$203,000 per year. For New York, NY-based roles: The base salary range for this role is USD$203,000 per year - USD$225,500 per year. For San Francisco, CA-based roles: The base salary range for this role is USD$203,000 per year - USD$225,500 per year. For all US locations, you will be eligible to participate in Uber's bonus program, and may be offered an equity award &amp; other types of comp. All full-time employees are eligible to participate in a 401(k) plan. You will also be eligible for various benefits. More details can be found at the following link https://jobs.uber.com/en/benefits., For Chicago, IL-based roles: The base salary range for this role is USD$183,000 per year - USD$203,000 per year. For New York, NY-based roles: The base salary range for this role is USD$203,000 per year - USD$225,500 per year. For San Francisco, CA-based roles: The base salary range for this role is USD$203,000 per year - USD$225,500 per year. For all US locations, you will be eligible to participate in Uber's bonus program, and may be offered an equity award &amp; other types of comp. All full-time employees are eligible to participate in a 401(k) plan. You will also be eligible for various benefits. More details can be found at the following link https://jobs.uber.com/en/benefits.
</div>

Senior Manager, Talent Acquisition (Core Business)

Orchestra

<div>
 
 About Orchestra
 
 
 
 Orchestra is a strategic communications and marketing company built for today&rsquo;s complex and fragmented world. From decoding audiences to designing bold strategies, Orchestra integrates people, platforms, and stories that stick to help clients build lasting influence. The company offers programs that span from the highest level strategic business counsel through to tactical execution. Orchestra brings together 700+ people with experience across consumer and lifestyle, technology, nonprofit and philanthropy, real estate, sports, travel, hospitality, and more. Made up of leading firms BerlinRosen, Civitas Public Affairs Group, Derris, Glen Echo Group, Inkhouse, M18, Message Lab, Onward and Small Girls PR. It also launched Brightmode, a talent acquisition firm for communications professionals, and Versus Media Group, a strategy-first political media team. Learn more at www.orchestraco.com.
 
 
 People of all backgrounds and abilities are strongly encouraged to apply. Orchestra is committed to building and maintaining a diverse staff, and recognizes that its continued success depends on hiring and retaining high-quality creative professionals with a variety of backgrounds and experiences. Opportunities for advancement exist, and we are committed to helping all staff develop and grow.
 
 
 
 About This Role
 
 
 
 We are seeking an experienced and strategic
 
 Talent Acquisition Manager
 
 to join our Talent Team. This individual will play a critical role in supporting the organization&rsquo;s growth by leading full-cycle recruitment processes and serving as a trusted advisor to hiring managers.
 
 
 The ideal candidate will bring a track record of delivering high-quality outcomes in fast-paced, high-growth environments. This role requires a strong balance of strategic insight and operational rigor, as well as the ability to manage multiple concurrent priorities with professionalism and attention to detail. We are especially interested in candidates with direct experience in communications, public relations, media relations, or digital who bring strong industry instincts and want to apply those skills to help build best-in-class communications teams.
 
 
 
 Accountabilities &amp; Qualifications
 
 
 
 As a
 
 Talent Acquisition Manager
 
 , you will be responsible for...
 
 
 <ul>
 <li>
 Managing end-to-end recruitment processes across departments, ensuring timely and high-quality hires that align with business needs
 </li>
 <li>
 Serving as a thought partner to hiring managers, helping define role requirements, develop scorecards, and establish structured interview processes
 </li>
 <li>
 Facilitating weekly search meetings to maintain momentum, communicate progress, and ensure accountability across teams
 </li>
 <li>
 Conducting candidate screenings and participate in interview panels, as needed
 </li>
 <li>
 Maintaining accurate and organized candidate records within the applicant tracking system (ATS)
 </li>
 <li>
 Developing and maintaining pipelines of qualified candidates for high-priority or frequently recruited roles
 </li>
 <li>
 Identifying opportunities to optimize recruiting workflows and implement process improvements
 </li>
 <li>
 Leveraging and refining recruiting tools, templates, and best practices to support consistency and scalability across the Talent Team
 
 
 </li>
 </ul>
 
 Essential Skills
 
 
 
 <ul>
 <li>
 Minimum of 4 years of professional experience in communications, public relations, recruiting, or people operations, preferably within a high-growth startup, agency, or other dynamic setting
 </li>
 <li>
 Proven success managing high-volume recruitment (30-50+ hires annually) across diverse functions and role levels; communications professionals looking to pivot into recruitment are strongly encouraged to apply
 </li>
 <li>
 Strong project management and organizational skills with the ability to manage competing priorities
 </li>
 <li>
 Excellent written and verbal communication skills; able to convey information with clarity and professionalism
 </li>
 <li>
 Proficiency in applicant tracking systems and digital collaboration tools
 </li>
 <li>
 Demonstrated ability to build strong relationships with internal stakeholders and represent the People Team with professionalism
 </li>
 <li>
 A continuous improvement mindset and ability to identify opportunities for greater efficiency and effectiveness in recruiting practices
 
 
 </li>
 </ul>
 
 WORKING AT ORCHESTRA
 
 
 
 
 Salary Range
 
 
 
 <ul>
 <li>
 Annual base salary : $90,000-$130,000
 
 
 </li>
 </ul>
 Orchestra is the first communications company built for today&rsquo;s media landscape. Since 2022, it&rsquo;s acquired nine firms, including: BerlinRosen, Civitas Public Affairs Group, Derris, Glen Echo Group, Inkhouse, M18, Message Lab, Onward and Small Girls PR. It also launched Brightmode, a talent acquisition firm for communication professionals. Learn more at: www.orchestraco.com.
 
 
 
 To ensure that applicants are matched with the job that best suits their qualifications and interests, information that you submit may be shared with our network agencies.
 
 
 By providing your information, you are consenting to allow us and our subsidiaries to keep your information on file and to contact you regarding job opportunities, recruitment events and other related updates.
 
 
 
</div>

Talent Acquisition Manager

Radar

<div>
 
 About Radar
 
 
 
 Radar is the global leader in geolocation, with geofencing SDKs, maps APIs, and AI-enabled solutions for marketing, fraud, and operations teams.
 
 
 Why is Radar the best place to work?
 
 
 <ul>
 <li>
 We're trusted by some of the world's best companies, from high-growth startups to the Fortune 500.
 </li>
 <li>
 We have incredible scale: We're processing over 1 billion API calls per day from hundreds of millions of devices.
 </li>
 <li>
 We're well-resourced, and we've raised $85.5M from world-class investors, including Accel and Insight Partners.
 </li>
 <li>
 We have a high-performance culture, with ambitious and entrepreneurial teammates in every role.
 </li>
 <li>
 We recently moved into an amazing new office in Flatiron, Manhattan, NYC.
 </li>
 <li>
 We were recently named a top 10 best place to work in NYC by Crain's.
 
 
 </li>
 </ul>
 Despite our growth and scale, we're just getting started. That's where you come in.
 
 
 
 About The Role
 
 
 
 We&rsquo;re looking for a GTM Recruiter to help scale our revenue organization. You&rsquo;ll partner with Sales Development, Marketing, Sales, and Customer Success to identify, attract, and close high-impact talent.
 
 
 Hiring at Radar is unique. As our dedicated GTM Recruiter, you&rsquo;ll work closely with leadership to shape org structure, headcount planning, and recruiting processes, and play a direct role in building the team that powers Radar&rsquo;s next stage of growth.
 
 
 You&rsquo;ll report to our Director of People. This role is based in our Flatiron (NYC) HQ, with an in-office schedule Monday&ndash;Thursday and remote flexibility on Fridays.
 
 
 
 Our Stack
 
 
 
 <ul>
 <li>
 Applicant tracking system (ATS): Ashby
 </li>
 <li>
 Sourcing: LinkedIn Recruiter, and Juicebox
 
 
 </li>
 </ul>
 
 What You&rsquo;ll Do
 
 
 
 <ul>
 <li>
 Own full-cycle recruiting across GTM functions, sourcing and closing top talent through creative outreach, new channels, and relentless pipeline building under tight timelines
 </li>
 <li>
 Partner with hiring managers to scope roles, write job descriptions, calibrate candidate profiles, and run structured interview processes
 </li>
 <li>
 Elevate Radar&rsquo;s GTM talent brand through events, partnerships, and content
 </li>
 <li>
 Partner with the Director of People to build and scale recruiting systems that improve speed, quality, and candidate experience
 </li>
 <li>
 Use data to manage pipeline health, optimize funnel performance, and track progress against hiring goals
 
 
 </li>
 </ul>
 
 Who You Are
 
 
 
 <ul>
 <li>
 2+ years of GTM recruiting experience at a product-driven company or agency supporting SaaS clients, ideally in a high-growth environment
 </li>
 <li>
 Demonstrated success in sourcing and closing high-quality candidates from entry to senior level
 </li>
 <li>
 Strong proficiency with LinkedIn Recruiter and modern ATS platforms (e.g., Ashby, Greenhouse, Lever, Workable)
 
 
 </li>
 </ul>
 
 Who You&rsquo;ll Work With
 
 
 
 <ul>
 <li>
 Sienna Jeffries, Director of People
 </li>
 <li>
 Nick Patrick, Co-Founder and CEO
 </li>
 <li>
 Zach Fraser, CFO and COO
 </li>
 <li>
 Carly Pietrobono, Chief Customer Officer
 </li>
 <li>
 GTM hiring managers
 
 
 </li>
 </ul>
 
 What We Offer
 
 
 
 <ul>
 <li>
 Competitive salary
 </li>
 <li>
 Meaningful stock options in a fast-growing company
 </li>
 <li>
 401(k) plan with 4% match
 </li>
 <li>
 New HQ in Flatiron, NYC
 </li>
 <li>
 Top-notch equipment
 </li>
 <li>
 Catered lunches
 </li>
 <li>
 Unlimited PTO
 </li>
 <li>
 Health, dental, and vision insurance with 100% coverage for employees
 </li>
 <li>
 12 weeks of paid parental leave
 </li>
 <li>
 Commuter and fitness benefits
 
 
 </li>
 </ul>
 
 We&rsquo;ll share full details of our benefits package at the offer stage. Benefits may vary by location.
 
 
 
 
 Radar is an equal opportunity employer and does not discriminate on the basis of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, veteran status, or any other characteristic protected by law.
 
 
 
 Compensation Range: $110K - $130K
</div>

GTM Recruiter

Hawkwood

<div>
 
 Hawkwood are very excited to be partnering with a YC-backed AI startup (recent Series A) that is building a platform to help companies understand their customers faster and more deeply through AI-powered research.
 
 
 
 
 
 They are building a lean, high-caliber team combining market research expertise, strong engineering talent, and experienced start-up operators who have scaled companies from zero.
 
 
 
 
 
 The team is looking for a Talent Partner based on-site in NYC to help build the company during this next stage of growth.
 
 
 
 
 
 This role will work closely with the founders to own hiring end-to-end across engineering, product, go-to-market, and operations, while helping establish the foundations for strong hiring and people practices as the team scales.
 
 
 
 
 
 This is not a purely transactional recruiting role - you&rsquo;ll influence hiring strategy, candidate experience, and the systems that support a high-performing team.
 
 
 
 
 
 
 About the role:
 
 
 
 
 
 
 Own hiring outcomes end-to-end:
 
 
 
 
 <ul>
 <li>
 Partner closely with the co-founders and hiring managers
 </li>
 <li>
 Own roles from kickoff to close, including sourcing and closing
 </li>
 <li>
 Maintain speed while protecting quality
 </li>
 </ul>
 
 
 
 
 Deliver a high-calibre candidate experience:
 
 
 
 
 <ul>
 <li>
 Be the primary point of contact for candidates
 </li>
 <li>
 Communicate clearly, quickly, and transparently
 </li>
 <li>
 Represent the company to market
 </li>
 </ul>
 
 
 
 
 Support core people operations:
 
 
 
 
 <ul>
 <li>
 Partner with founders on on-boarding and role clarity
 </li>
 <li>
 Help keep people processes simple and effective
 </li>
 <li>
 Support a strong employee experience without unnecessary complexity
 </li>
 </ul>
 
 
 
 
 Build scalable hiring systems:
 
 
 
 
 <ul>
 <li>
 Improve interview loops and hiring scorecards
 </li>
 <li>
 Track pipeline health and remove bottlenecks
 </li>
 <li>
 Maintain clean hiring data in ATS and internal tools
 </li>
 <li>
 Build repeatable playbooks and templates
 </li>
 </ul>
 
 
 
 
 
 About you:
 
 
 
 
 
 <ul>
 <li>
 Minimum 4+ years' recruiting or talent experience in startups, scale-ups, in-house teams, or agencies
 </li>
 <li>
 Strong sourcing and outbound recruiting skills
 </li>
 <li>
 Experience partnering closely with founders or senior leaders
 </li>
 <li>
 High ownership and ability to manage multiple priorities
 </li>
 <li>
 Comfort operating in fast-moving, ambiguous environments
 </li>
 <li>
 Ambitious and excited to be part of a high-growth business' journey
 </li>
 </ul>
 
 
 
 
 
 Base salary:
 
 Up to $140k
 
 
 
 OTE:
 
 $160k + equity
 
 
 
 Benefits:
 
 Health insurance, 401k 4% match, 20 days' vacation, travel twice per year to company off-sites, and more
 
 
 
</div>

GTM Talent Acquisition Partner - Series A AI Start-Up

FluidStack

<div><div><div>New York, NY,Austin, TX,San Francisco, CA
 </div></div><div>Full Time</div></div>
 <div><h1 class="jobSectionHeader">About Fluidstack</h1>
At Fluidstack, we build the compute, data centers, and power that will fuel artificial superintelligence. We supply GWs of compute capabilities to the world&rsquo;s biggest AI Labs at industry-defining speeds.
Our team is small, fast, and obsessed with quality. We own outcomes end-to-end, challenge assumptions, and treat our customers' problems as our own. No task is beneath anyone here.
There are a few thousand people who will shape the trajectory of superintelligence. Come and be one of them.
<h1 class="jobSectionHeader">About the Role</h1>
We&rsquo;re seeking exceptional Talent Acquisition Partners to build Fluidstack from the ground up. You won&rsquo;t just fill roles - you&rsquo;ll operate as a strategic partner to the business, using data and market intelligence to shape hiring strategy, influence workforce planning, and hold an uncompromisingly high bar for every person who joins.
This role sits at the intersection of strategy and execution. You&rsquo;ll own the full recruiting lifecycle, but the real value you bring is upstream: understanding the business deeply, anticipating talent needs before they become urgent, and giving hiring managers the insight and conviction to make great decisions fast. Our team believes building the backbone of AI starts with exceptional talent - and you&rsquo;ll be central to that.
<h1 class="jobSectionHeader">What You'll Do</h1>
<ul><li>Partner strategically with the business: Work directly with hiring managers and leadership as a trusted talent advisor - understanding their goals, challenging their assumptions, and bringing market data and hiring insights that sharpen their thinking and strategy. You will spearhead, guide, execute, and report/align on the progress of hiring projects.
</li><li>Drive workforce planning: Use recruiting data, pipeline analytics, and market intelligence to contribute to headcount planning, identify talent gaps ahead of demand, and ensure Fluidstack is never starting from zero on a critical hire.
</li><li>Own full-cycle recruiting: Lead end-to-end hiring across technical and/or non-technical departments - from building proactive pipelines and screening with rigor to managing interviews, leading compensation discussions, and closing exceptional candidates.
</li><li>Screen with a high bar: Implement a disciplined evaluation process that separates good from excellent - assessing not just skills, but potential, mission alignment, and whether a candidate raises the bar for the team.
</li><li>Operate as a data-driven function: Lead Track and report on pipeline health, conversion rates, time-to-fill, offer acceptance, source quality, and market trends to drive sharper decisions and continuously improve the recruiting process.
</li><li>Build and optimize hiring infrastructure: Design interview frameworks, scorecards, and structured processes that scale. Create institutional knowledge that makes the whole team faster and better.
</li><li>Champion the candidate experience: Move candidates through the process at pace while ensuring every touchpoint reflects Fluidstack&rsquo;s standards - responsive, high-signal, and worthy of the talent we&rsquo;re pursuing.
</li></ul><h1 class="jobSectionHeader">Focus/What We Value</h1>
<ul><li>Strategic depth: You think beyond the open req. You understand the business, anticipate hiring needs, and bring hiring managers insights and data they didn&rsquo;t know to ask for.
</li><li>Data fluency: You measure what matters - pipeline conversion, source quality, time-to-hire - and use that data to make better decisions, not just report activity.
</li><li>Bar raiser: You know the difference between competent and exceptional, and you won&rsquo;t compromise. Every hire should raise the average.
</li><li>Speed and urgency: You move fast without cutting corners. In this environment, velocity and rigor aren&rsquo;t in tension - both are required.
</li><li>Exceptional sourcing craft: You find and engage talent others can&rsquo;t reach - through creative strategies, non-obvious channels, and outreach that converts.
</li><li>First principles thinking: You question assumptions and reason from the ground up. You don&rsquo;t default to how things have always been done.
</li><li>Low Ego, High Curiosity: Values continuous learning over being right, embraces honest feedback, and views setbacks as opportunities to improve and grow.
</li></ul><h1 class="jobSectionHeader">Must-Haves</h1>
<ul><li>2+ years in FLC talent acquisition with strong metrics, closing offers, stakeholder management, and impactful projects.
</li><li>3+ years of sourcing in highly competitive domains, leveraging non-conventional channels.
</li><li>Bachelors or advanced degree in human resources, data analytics, business management, or similar.
</li><li>Proven track record of leveraging data to influence hiring decisions across stakeholders
</li></ul><h2 class="jobSectionHeader">Nice to have</h2>
<ul><li>2+ Background at high-growth tech companies or startups, preferably in datacenter, cloud/infrastructure, hardware or AI.
</li><li>Strong understanding of private vs public equity
</li><li>Experience designing interview processes, scorecards, and structured evaluation frameworks in high-growth environments.
</li></ul><h1 class="jobSectionHeader">Salary &amp; Benefits</h1>
<ul><li>Competitive total compensation package (salary + equity).
</li><li>Retirement or pension plan, in line with local norms.
</li><li>Health, dental, and vision insurance.
</li><li>Generous PTO policy, in line with local norms.
</li></ul>The salary range for this position is $100,000- $170,000 per year, depending on experience, skills, qualifications, and location. This range represents our good faith estimate of the compensation for this role at the time of posting. Total compensation may also include equity in the form of stock options.
We are committed to pay equity and transparency.
Fluidstack is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability and protected veterans&rsquo; status, or any other characteristic protected by law. Fluidstack will consider for employment qualified applicants with arrest and conviction records pursuant to applicable law.
You will receive a confirmation email once your application has successfully been accepted. If there is an error with your submission and you did not receive a confirmation email, please email careers@fluidstack.io with your resume/CV, the role you've applied for, and the date you submitted your application- someone from our recruiting team will be in touch.</div>

Talent Acquisition

Stainless

<div>
 
 About Stainless
 
 
 
 Stainless is a fast-growing tech startup building the future of APIs. Our customers include industry leaders like OpenAI, Anthropic, and Cloudflare.
 
 
 We have raised over $35 million from a16z, Sequoia, and founders/C-levels from Stripe, Datadog, Segment, Linear, and more.
 
 
 We are headquartered in NYC, just west of SoHo, and are a team of ~60 strong expecting to double in the next ~9 to 12 months.
 
 
 
 About The Role
 
 
 
 We're building something special at Stainless and we need a Recruiter who gets excited about the early-stage chaos of scaling a team from the ground up. You'll be a core part of our small but mighty talent team, partnering directly with leadership to shape how we find, attract, and bring on exceptional people.
 
 
 This isn't a "pipeline is full, just screen and schedule" kind of job &mdash; we're still figuring things out. You'll help us evolve our hiring motion and share learnings that shape our approach to building the team.
 
 
 What You'll Do
 
 
 <ul>
 <li>
 Own full-cycle recruiting across engineering, go-to-market, and/or operations roles, from sourcing to offer acceptance.
 </li>
 <li>
 Help candidates understand Stainless by clearly articulating our mission, product, and culture, and being a trusted guide through a thoughtful interview process.
 </li>
 <li>
 Identify and execute opportunities to improve our recruiting strategy, employer brand, interview process, and candidate experience. And be a strong partner to hiring managers to put ideas into action.
 </li>
 <li>
 Maintain a healthy pipeline, track metrics accurately, and help us keep a sharp eye on what's working and what's not in our hiring process.
 </li>
 <li>
 Provide tight feedback to leadership on what candidates are looking for, where we're losing people, and what's resonating in our pitch.
 
 
 </li>
 </ul>
 Who you are
 
 
 <ul>
 <li>
 You have 5+ years of full-cycle recruiting experience, ideally with some time spent at a high-growth startup.
 </li>
 <li>
 You've recruited exceptional technical, go-to-market, and/or ops talent and are just as comfortable evaluating engineers as you are account executives.
 </li>
 <li>
 You've helped candidates understand and get excited about early-stage opportunities, and confidently positioned startup equity and growth potential against bigger, more established companies.
 </li>
 <li>
 You've started something before: a process, a team initiative, a side project; anything that shows you're a builder at heart.
 </li>
 <li>
 You take feedback well, act on it quickly, and want to be part of building something from the ground up. We are a high confidence, low ego team.
 </li>
 <li>
 You've got strong communication skills: clear writing, warm presence on calls, and an ability to sell complex opportunities simply.
 </li>
 <li>
 You're comfortable with shifting priorities and can balance multiple urgent roles without losing sight of quality.
 
 
 </li>
 </ul>
 
 Benefits
 
 
 
 <ul>
 <li>
 We offer competitive salary and generous equity grants.
 </li>
 <li>
 Great healthcare coverage options (e.g., fully covered platinum plans).
 </li>
 <li>
 Paid commuter benefits &amp; similar.
 </li>
 <li>
 Paid team lunch/meals during workdays.
 </li>
 <li>
 Flexible PTO plus 3 weeks of company-wide vacation a year (2 weeks in December, 1 week at the end of the summer).
 </li>
 <li>
 Flexible WFH and 1 month fully remote per year ("remote February").
 
 
 </li>
 </ul>
 Compensation Range: $140K - $210K
 
 
</div>

Recruiter

Abridge

<div>
 
 About Abridge
 
 
 
 Abridge was founded in 2018 with the mission of powering deeper understanding in healthcare. Our AI-powered platform was purpose-built for medical conversations, improving clinical documentation efficiencies while enabling clinicians to focus on what matters most&mdash;their patients.
 
 
 Our enterprise-grade technology transforms patient-clinician conversations into structured clinical notes in real-time, with deep EMR integrations. Powered by Linked Evidence and our purpose-built, auditable AI, we are the only company that maps AI-generated summaries to ground truth, helping providers quickly trust and verify the output. As pioneers in generative AI for healthcare, we are setting the industry standards for the responsible deployment of AI across health systems.
 
 
 We are a growing team of practicing MDs, AI scientists, PhDs, creatives, technologists, and engineers working together to empower people and make care make more sense. We have offices located in the Mission District in San Francisco, the SoHo neighborhood of New York, and East Liberty in Pittsburgh.
 
 
 
 The Role
 
 
 
 Abridge is growing rapidly - and so are the teams that power our business. As a Senior Recruiter focused on G&amp;A and GTM, you&rsquo;ll lead full-cycle hiring across critical functions including Finance, Legal, People, Strategy &amp; Operations, Marketing, Sales, and Partnerships.
 
 
 This is a highly visible, high-impact role. You&rsquo;ll partner closely with senior leaders to shape hiring strategy, define role scope, calibrate on talent, and build high-performing, mission-aligned teams that accelerate our impact on healthcare.
 
 
 You will play a critical role in building and scaling the commercial engine of Abridge - hiring the leaders and operators who will power our GTM motion and help drive the company through its next phase of growth.
 
 
 You&rsquo;ll thrive here if you&rsquo;re equal parts operator, strategist, and trusted talent advisor.
 
 
 
 What You&rsquo;ll Do
 
 
 
 <ul>
 <li>
 Lead full-cycle recruiting across G&amp;A and GTM functions, managing searches of varying complexity and seniority
 </li>
 <li>
 Partner with hiring managers and executives to define competencies, structure interview plans, and drive high-quality evaluation
 </li>
 <li>
 Manage multiple searches while maintaining a consistently high hiring bar
 </li>
 <li>
 Proactively source and engage exceptional talent using creative outbound strategies beyond inbound and LinkedIn
 </li>
 <li>
 Own the end-to-end candidate experience - ensuring a process that is thoughtful, efficient, and inclusive
 </li>
 <li>
 Use data to monitor pipeline health, identify bottlenecks, and guide stakeholder decisions
 </li>
 <li>
 Continuously improve recruiting processes to support scalable growth while preserving nuance for high-impact hires
 </li>
 <li>
 Champion inclusive hiring practices and embed equity into every stage of the interview process
 </li>
 <li>
 Contribute to the evolution of our recruiting function by sharing best practices and raising the bar for operational excellence
 
 
 </li>
 </ul>
 
 What You&rsquo;ll Bring
 
 
 
 <ul>
 <li>
 You believe hiring is one of the most important levers for company success - and you operate accordingly.
 
 
 </li>
 </ul>
 You likely bring 5-7+ years of experience recruiting for G&amp;A and/or GTM teams in high-growth environments, and:
 
 
 <ul>
 <li>
 You&rsquo;re a full-stack recruiter. You know how to manage the entire candidate lifecycle end-to-end, from intake through close, with strong ownership and accountability.
 </li>
 <li>
 You&rsquo;re a sourcer at heart. You take pride in identifying and engaging passive talent and building long-term relationships with exceptional candidates.
 </li>
 <li>
 You think in systems and data. You monitor pipeline health, understand funnel metrics, and use data to drive focus and manage stakeholder expectations.
 </li>
 <li>
 You&rsquo;re consultative. You can push back thoughtfully, influence senior leaders, and guide hiring decisions using structured evaluation frameworks.
 </li>
 <li>
 You move with urgency. You&rsquo;re comfortable navigating ambiguity, managing multiple searches at once, and operating at startup speed.
 </li>
 <li>
 You elevate candidate experience. You understand that interviewing can be vulnerable and stressful - and you&rsquo;re intentional about creating a respectful, transparent, and human process.
 </li>
 <li>
 You believe in inclusive hiring. You&rsquo;re committed to building diverse teams and embedding inclusive interview practices into every search.
 
 
 </li>
 </ul>
 
 This is a hybrid role requiring a minimum of 3 days per week in our New York City office with flexibility for remote work on other days.
 
 
 
 
 Why Work at Abridge?
 
 
 
 At Abridge, we&rsquo;re transforming healthcare delivery experiences with generative AI, enabling clinicians and patients to connect in deeper, more meaningful ways. Our mission is clear: to power deeper understanding in healthcare. We&rsquo;re driving real, lasting change, with millions of medical conversations processed each month.
 
 
 Joining Abridge means stepping into a fast-paced, high-growth startup where your contributions truly make a difference. Our culture requires extreme ownership&mdash;every employee has the ability to (and is expected to) make an impact on our customers and our business.
 
 
 Beyond individual impact, you will have the opportunity to work alongside a team of curious, high-achieving people in a supportive environment where success is shared, growth is constant, and feedback fuels progress. At Abridge, it&rsquo;s not just what we do&mdash;it&rsquo;s how we do it. Every decision is rooted in empathy, always prioritizing the needs of clinicians and patients.
 
 
 We&rsquo;re committed to supporting your growth, both professionally and personally. Whether it's flexible work hours, an inclusive culture, or ongoing learning opportunities, we are here to help you thrive and do the best work of your life.
 
 
 If you are ready to make a meaningful impact alongside passionate people who care deeply about what they do, Abridge is the place for you.
 
 
 
 How we take care of Abridgers:
 
 
 
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 Generous Time Off: 14 paid holidays, flexible PTO for salaried employees, and accrued time off for hourly employees
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 Comprehensive Health Plans: Medical, Dental, and Vision coverage for all full-time employees and their families.
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 Generous HSA Contribution: If you choose a High Deductible Health Plan, Abridge makes monthly contributions to your HSA.
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 Paid Parental Leave: Generous paid parental leave for all full-time employees.
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 Family Forming Benefits: Resources and financial support to help you build your family.
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 401(k) Matching: Contribution matching to help invest in your future.
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 Personal Device Allowance: Tax free funds for personal device usage.
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 Pre-tax Benefits: Access to Flexible Spending Accounts (FSA) and Commuter Benefits.
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 Lifestyle Wallet: Monthly contributions for fitness, professional development, coworking, and more.
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 Mental Health Support: Dedicated access to therapy and coaching to help you reach your goals.
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 Sabbatical Leave: Paid Sabbatical Leave after 5 years of employment.
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 Compensation and Equity: Competitive compensation and equity grants for full time employees.
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 ... and much more!
 
 
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 Equal Opportunity Employer
 
 
 
 Abridge is an equal opportunity employer and considers all qualified applicants equally without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, or disability.
 
 
 
 Staying safe - Protect yourself from recruitment fraud
 
 
 
 We are aware of individuals and entities fraudulently representing themselves as Abridge recruiters and/or hiring managers. Abridge will never ask for financial information or payment, or for personal information such as bank account number or social security number during the job application or interview process. Any emails from the Abridge recruiting team will come from an @abridge.com email address. You can learn more about how to protect yourself from these types of fraud by referring to this article. Please exercise caution and cease communications if something feels suspicious about your interactions.
 
 
 Compensation Range: $155K - $177K
 
 
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Senior GTM Recruiter

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