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talent acquisition specialist

Andiamo

<div>
 Senior Technical Recruiter
 
 
 
 About Us
 
 
 
 We are building the infrastructure layer for modern AI. Our cloud platform enables companies to train, deploy, and run large scale AI models faster, more efficiently, and at massive scale.
 
 
 With more than $200M in funding and rapid customer adoption, we are helping define the next generation of AI infrastructure. Our platform powers teams building advanced machine learning systems across industries ranging from autonomous systems to enterprise software.
 
 
 We are growing quickly and assembling a world class team of engineers, researchers, and builders who are passionate about pushing technology forward.
 
 
 
 About The Role
 
 
 
 We are looking for an exceptional Senior Technical Recruiter to help build the teams powering our next phase of growth.
 
 
 You will own full cycle recruiting for highly technical roles across engineering, infrastructure, and machine learning. You will partner closely with hiring managers and engineering leadership while driving sourcing strategies that consistently attract elite technical talent.
 
 
 This role requires someone who thrives in competitive markets, builds strong relationships with passive candidates, and takes pride in delivering exceptional candidate experiences.
 
 
 What You Will Do
 
 
 <ul>
 <li>
 Own full cycle recruiting for technical roles including distributed systems engineering, machine learning infrastructure, platform engineering, and related disciplines.
 </li>
 <li>
 Develop and execute sourcing strategies to engage highly sought after technical candidates through outbound sourcing, research, referrals, and network development.
 </li>
 <li>
 Partner closely with engineering leaders and hiring managers to deeply understand team needs and role requirements.
 </li>
 <li>
 Screen and evaluate candidates while maintaining a high technical bar and strong candidate experience.
 </li>
 <li>
 Manage and nurture relationships with senior level and passive candidates across the AI and infrastructure ecosystem.
 </li>
 <li>
 Drive efficient hiring processes from initial outreach through offer negotiation and closing.
 </li>
 <li>
 Help refine and improve recruiting processes as the company continues to scale.
 
 
 </li>
 </ul>
 What Makes You Successful In This Role
 
 
 <ul>
 <li>
 5 or more years of full cycle recruiting experience with a strong focus on technical hiring.
 </li>
 <li>
 Experience recruiting engineers in areas such as distributed systems, infrastructure, machine learning, or AI platforms.
 </li>
 <li>
 Track record of sourcing and closing highly competitive technical candidates.
 </li>
 <li>
 Ability to understand complex technical roles and communicate credibly with engineering leaders.
 </li>
 <li>
 Strong relationship builder who develops trust with candidates and hiring managers.
 </li>
 <li>
 Highly organized with strong prioritization and execution skills in fast moving environments.
 
 
 </li>
 </ul>
 
 Compensation &amp; Benefits
 
 
 
 We offer competitive compensation including base salary and equity. Benefits include health coverage, flexible vacation, retirement plans, and additional perks that support employee wellbeing and growth.
 
 
 
 About Andiamo
 
 
 
 Talent Partners for the AI Revolution. As a globally recognized staffing and consulting firm, we specialize in placing the top 2% of technology and go-to-market professionals with the world&rsquo;s largest and most well-known companies.
 
 
 For over 20 years, we've maintained the status of tier-one vendor for firms such as Palantir, Amazon, Fluidstack, Bloomberg, Relativity Space, Firefly, MasterCard, Visa, Two Sigma, Citadel, as well as other major financial services firms, elite hedge funds, Google-backed tech start-ups, and major software firms.
 
 
 Our talent solutions include Permanent Placement, Contract Staffing, Executive Search, and Dedicated Recruiting Services (RPO). Find out more at www.andiamogo.com
</div>

Senior Talent Acquisition Specialist

Brex

<div>
 
 Why join us
 
 
 
 Brex is the intelligent finance platform that enables companies to spend smarter and move faster in more than 200 markets. By combining global corporate cards and banking with intuitive spend management, bill pay, and travel software, Brex enables founders and finance teams to accelerate operations, gain real-time visibility, and control spend effortlessly. Brex&rsquo;s AI-native automation and world-class service eliminate manual expense and accounting tasks for customers so they can focus on what matters most. Tens of thousands of the world's best companies run on Brex, including DoorDash, Coinbase, Robinhood, Zoom, Plaid, Reddit, and SeatGeek.
 
 
 Working at Brex allows you to push your limits, challenge the status quo, and collaborate with some of the brightest minds in the industry. We&rsquo;re committed to building a diverse team and inclusive culture and believe your potential should only be limited by how big you can dream. We make this a reality by empowering you with the tools, resources, and support you need to grow your career.
 
 
 
 Recruiting at Brex
 
 
 
 Recruiting is where every career at Brex begins. We&rsquo;re the first point of connection for future builders and leaders, helping candidates see what&rsquo;s possible. We partner with leaders across the company to find exceptional talent and build high-performing teams. We move quickly, think strategically, and take pride in creating a thoughtful, welcoming candidate experience from the very first contact. We don&rsquo;t just fill roles, we shape the culture at Brex, finding the next generation of builders and leaders.
 
 
 
 What You&rsquo;ll Do
 
 
 
 As a Recruiter on the Operations Recruiting team, you play a pivotal role in scaling the critical business functions at Brex, including Customer Support and Operations. You will work closely with hiring managers to create the strategy and roadmap to attract the best talent to Brex. As the expert in talent acquisition, you will help attract, evaluate, and hire the best for our Operations teams. We are moving quickly so you will own projects and programs extending beyond the typical recruiting activities, ensuring process excellence and top-notch experience for all candidates. This is a 12-month contract with an opportunity for full-time conversion.
 
 
 
 Where you&rsquo;ll work
 
 
 
 This role will be based in our San Francisco office. We are a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require a minimum of three coordinated days in the office per week, Monday, Wednesday and Thursday. As a perk, we also have up to four weeks per year of fully remote work!
 
 
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Partner closely with hiring managers in Operations to hiring strategies and ensure a strong pipeline of candidates
 </li>
 <li>
 Proactively source passive candidates through various channels, including LinkedIn Recruiter and networking
 </li>
 <li>
 Own the full candidate experience from sourcing to close, ensuring a seamless and engaging hiring process
 </li>
 <li>
 Create comprehensive talent maps to share insights on the talent market
 </li>
 <li>
 Represent Brex to candidates, helping to find and attract exceptional talent
 </li>
 <li>
 Interview candidates combining various methods (e.g. structured interviews, technical assessments, and behavioral questions)
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 1+ years of full-cycle high volume recruiting experience
 </li>
 <li>
 Strong ability to build relationships with Operations and Customer Experience hiring managers, understanding their needs and providing strategic hiring support
 </li>
 <li>
 Strong organizational skills to coordinate recruiting efforts across multiple stakeholders
 </li>
 <li>
 Knowledge of HR practices and employment practices
 </li>
 <li>
 BS in Human Resources or a relevant degree
 </li>
 <li>
 Must be willing to work in office 3 days per week on Monday, Wednesday and Thursday
 
 
 </li>
 </ul>
 
 Bonus points
 
 
 
 <ul>
 <li>
 Experience with Greenhouse ATS and Gem
 </li>
 <li>
 Experience working in a high-growth startup
 
 
 </li>
 </ul>
 
 Compensation
 
 
 
 The expected salary range for this role is $96,728 - 120,910. However, the starting base pay will depend on a number of factors including the candidate&rsquo;s location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package.
 
 
 
 Please be aware, job-seekers may be at risk of targeting by malicious actors looking for personal data. Brex recruiters will only reach out via LinkedIn or email with a brex.com domain. Any outreach claiming to be from Brex via other sources should be ignored.
 
</div>

Business Recruiter

<div>
 Senior Recruiter &mdash; Startup &amp; AI Talent Strategy
 
 
 
 Build the teams behind the next generation of data and AI-driven companies.
 
 This role is designed for a recruiter who thrives in high-impact environments&mdash;someone who doesn&rsquo;t just fill roles, but helps shape entire organizations from the ground up.
 
 
 You will partner directly with founders and leadership teams to identify, attract, and secure exceptional talent across technical and business functions. Your work will influence the trajectory of multiple early-stage ventures operating at the forefront of innovation.
 
 
 Role Overview
 
 
 As a Senior Recruiter, you will operate as both a strategic advisor and hands-on operator, leading full-cycle recruiting efforts for early-stage, product-focused companies. You will design and execute hiring strategies, build high-quality talent pipelines, and guide stakeholders through efficient and high-caliber hiring processes.
 
 
 This is a highly visible, fast-paced role where creativity, speed, and judgment are critical. You will work across multiple teams and functions, helping scale organizations from their earliest hires to leadership-level talent.
 
 
 Key Responsibilities
 
 
 Talent Strategy &amp; Planning
 
 
 Develop and execute recruiting strategies tailored to early-stage companies, ensuring alignment with business goals and growth plans.
 
 
 Full-Cycle Recruiting
 
 
 Own end-to-end hiring processes across technical, product, and go-to-market roles&mdash;from initial sourcing through offer acceptance.
 
 
 Sourcing &amp; Pipeline Development
 
 
 Identify and engage top-tier candidates through targeted outreach, referrals, and market mapping, focusing on hard-to-reach and high-impact talent.
 
 
 Stakeholder Partnership
 
 
 Collaborate closely with founders and leadership teams to anticipate hiring needs, refine role definitions, and drive alignment throughout the hiring process.
 
 
 Process Optimization
 
 
 Build efficient, high-quality recruiting workflows that emphasize speed, strong candidate experience, and rigorous evaluation standards.
 
 
 Talent Market Insights
 
 
 Monitor market trends related to compensation, talent availability, and competitive dynamics to inform hiring strategies.
 
 
 Employer Branding &amp; Messaging
 
 
 Craft compelling narratives that position opportunities effectively, continuously refining messaging based on candidate feedback and engagement.
 
 
 Metrics &amp; Performance Tracking
 
 
 Track recruiting performance metrics, ensuring pipeline health and optimizing for quality, speed, and successful placements.
 
 
 What You Bring
 
 
 
 Recruiting Experience
 
 
 
 Several years of experience in recruiting, ideally within early-stage or high-growth environments, with a track record of filling complex, high-impact roles.
 
 
 
 Search Expertise
 
 
 
 Proven ability to identify and engage specialized talent across engineering, product, and business functions, including senior leadership roles.
 
 
 
 Relationship Building
 
 
 
 Strong network and credibility within technical and business communities, with the ability to build trust quickly.
 
 
 
 Communication Skills
 
 
 
 Excellent ability to influence, advise, and guide stakeholders at all levels.
 
 
 
 Execution Mindset
 
 
 
 Hands-on approach with a bias toward action and the ability to move quickly from strategy to execution.
 
 
 
 Analytical Thinking
 
 
 
 Data-driven approach to decision-making, with the ability to assess pipeline performance and refine strategies.
 
 
 What Sets You Apart
 
 
 You are proactive, resourceful, and energized by building something from scratch.
 
 
 You are comfortable operating in ambiguous, fast-changing environments.
 
 
 You enjoy experimenting with new approaches rather than relying on rigid processes.
 
 
 You are confident engaging with highly technical or entrepreneurial talent.
 
 
 You thrive on connecting people and uncovering exceptional candidates in unconventional ways.
 
 
 Work Environment
 
 
 This is an in-office role in a major tech hub, with flexibility for occasional remote work. The environment is fast-paced, collaborative, and deeply focused on building impactful, product-driven companies.
 
 
 Why This Role Matters
 
 
 You will play a central role in shaping multiple organizations simultaneously&mdash;helping founders build teams that define product direction, company culture, and long-term success.
 
 
 This is a rare opportunity to gain exposure to company creation at its earliest stages while developing deep expertise in talent strategy, leadership hiring, and startup scaling.
 
 
 Compensation &amp; Growth
 
 
 The role offers a competitive compensation package, including base salary and meaningful equity participation.
 
 
 You will gain unique visibility into company formation and growth, creating pathways toward future opportunities in leadership, venture investing, or entrepreneurship.
 
 
 
 About Andiamo
 
 
 
 Talent Partners for the AI Revolution. As a globally recognized staffing and consulting firm, we specialize in placing the top 2% of technology and go-to-market professionals with the world&rsquo;s largest and most well-known companies.
 
 
 For over 20 years, we've maintained the status of tier-one vendor for firms such as Palantir, Amazon, Fluidstack, Bloomberg, Relativity Space, Firefly, MasterCard, Visa, Two Sigma, Citadel, as well as other major financial services firms, elite hedge funds, Google-backed tech start-ups, and major software firms.
 
 
 Our talent solutions include Permanent Placement, Contract Staffing, Executive Search, and Dedicated Recruiting Services (RPO). Find out more at www.andiamogo.com
</div>

Senior Recruiter - Leading VC Firm

Whatnot

<div>
 
 
 🚀 Join the Future of Commerce with Whatnot!
 
 
 
 
 Whatnot is the largest livestream shopping platform in North America and Europe to buy, sell, and discover the things you love. Whether it's trading cards, fashion, electronics, or live plants, our sellers are building real businesses across hundreds of categories. We're building live commerce at a scale that's never been done in the West, and there's no playbook to copy. The people here are shaping how an entirely new industry develops.
 
 
 As a remote co-located team, we're inspired by our values and anchored in hubs across the US, UK, Ireland, Poland, Germany, and Australia. We move fast, stay close to our users, and focus on the work that drives the most impact.
 
 
 We're one of the fastest growing marketplaces and were recently named the #1 Best Startup Employer in America by Forbes. Check out the latest Whatnot updates on our news and engineering blogs and join us as we enable anyone to turn their passion into a business and bring people together through commerce.
 
 
 
 
 💻 Role
 
 
 
 
 As a Recruiter on our Early Talent team, you&rsquo;ll partner with teams across the business to build strategic recruitment processes, develop our brand, and cultivate long-term relationships with early talent around the world.
 
 
 <ul>
 <li>
 Partner with hiring managers across Engineering to build targeted hiring strategies and attract top early career talent.
 </li>
 <li>
 Support end-to-end recruitment activities&mdash;leading interviews, facilitating offers, and overseeing intern programs.
 </li>
 <li>
 Act as a Whatnot brand ambassador at university, campus, and early career events, travel required at campus peak times
 </li>
 <li>
 Iterate on candidate feedback. You'll smooth rough edges in the early talent recruiting process by iterating on feedback from candidates or other signals.
 </li>
 <li>
 Build long-term relationships with high-potential candidates by understanding their motivations and helping them see the potential of starting their career at Whatnot.
 </li>
 <li>
 Juggle a variety of openings at once. At any given time you could be managing the pipelines for and working on filling 10-20 (or more at times) open roles.
 </li>
 <li>
 Emphasize diversity. You'll look for proven traditional and creative methods to bring new points of view to the team and encourage inclusive hiring practices.
 
 
 </li>
 </ul>
 Team members in this role are required to be within commuting distance of our New York, Los Angeles, Seattle or San Francisco hubs.
 
 
 
 
 👋 You
 
 
 
 
 Curious about who thrives at Whatnot? We&rsquo;ve found that embodying a low ego, growth mindset, and high-impact drive goes a long way here.
 
 
 
 Education
 
 
 
 As our next Recruiter, Early Talent, you should have at least 3+ years of experience with full cycle early career recruiting in high-growth startups within campus, university, higher education, career services, or related high volume recruiting spaces, plus:
 
 
 <ul>
 <li>
 You have experience hiring Early Talent across technical roles. Whether it&rsquo;s innovating on an engineering campus outreach strategy or figuring out the best way to manage high volume pipelines &mdash;you&rsquo;ve been in the weeds and know how to close in a competitive market.
 </li>
 <li>
 You know how to recruit in different global markets. You understand the nuances of recruiting outside the US and enjoy the challenge of finding world-class talent in new markets.
 </li>
 <li>
 You&rsquo;re a creative problem solver. You&rsquo;re not afraid to think outside of the box and experiment to build smarter recruitment processes and find the best talent around the world.
 </li>
 <li>
 You take ownership and move fast. Whatnot is growing quickly, and hiring for Early Talent is a key growth lever. You&rsquo;re not afraid to dive in, get scrappy, and roll up your sleeves.
 </li>
 <li>
 You know how to craft standout candidate experiences. You treat every interaction as an opportunity to showcase Whatnot's culture, values, and mission&mdash;because you know how much those details matter to early career talent.
 </li>
 <li>
 You&rsquo;re data-literate. You track metrics like time to fill, passthrough rates, and pipeline health&mdash;and you use that data to guide your team&rsquo;s strategy and influence stakeholders.
 </li>
 <li>
 You are a champion for diversity hiring &amp; inclusive interview practices. At Whatnot, we believe hiring and fostering a diverse team is the key to building a successful business.
 
 
 </li>
 </ul>
 
 
 🎁 Benefits
 
 
 
 
 <ul>
 <li>
 Flexible Time off Policy and Company-wide Holidays (including a spring and winter break)
 </li>
 <li>
 Health Insurance options including Medical, Dental, Vision
 </li>
 <li>
 Work From Home Support
 </li>
 <ul>
 <li>
 Home office setup allowance
 </li>
 <li>
 Monthly allowance for cell phone and internet
 </li>
 </ul>
 <li>
 Care benefits
 </li>
 <ul>
 <li>
 Monthly allowance for wellness
 </li>
 <li>
 Annual allowance towards Childcare
 </li>
 <li>
 Lifetime benefit for family planning, such as adoption or fertility expenses
 </li>
 </ul>
 <li>
 Retirement; 401k offering for Traditional and Roth accounts in the US (employer match up to 4% of base salary) and Pension plans internationally
 </li>
 <li>
 Monthly allowance to dogfood the app
 </li>
 <ul>
 <li>
 All Whatnauts are expected to develop a deep understanding of our product. We're passionate about building the best user experience, and all employees are expected to use Whatnot as both a buyer and a seller as part of their job (our dogfooding budget makes this fun and easy!).
 </li>
 </ul>
 <li>
 Parental Leave
 </li>
 <ul>
 <li>
 16 weeks of paid parental leave + one month gradual return to work *company leave allowances run concurrently with country leave requirements which take precedence.
 </li>
 </ul>
 </ul>
 
 
 💛 EOE
 
 
 
 
 Whatnot is proud to be an Equal Opportunity Employer. We value diversity, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, parental status, disability status, or any other status protected by local law. We believe that our work is better and our company culture is improved when we encourage, support, and respect the different skills and experiences represented within our workforce.
 
 
 Compensation Range: $158K - $175K
 
 
</div>

Recruiter, Early Talent (University + New Grad)

OpenAI

<div>
 
 About The Team
 
 
 
 OpenAI&rsquo;s mission is to build safe artificial general intelligence (AGI) that benefits all of humanity. Achieving this requires bringing the world&rsquo;s most exceptional talent under one roof to push the boundaries of what&rsquo;s possible.
 
 
 Our Research Recruiting team plays a critical role in this effort. We are an embedded part of the research organization, working side by side with our research staff to deeply understand evolving priorities, build trust, and strategically shape the future of OpenAI&rsquo;s talent.
 
 
 
 About The Role
 
 
 
 You will own and execute long-term talent strategies to identify, engage, and recruit many of the world&rsquo;s leading and emerging AI researchers, research engineers, and technical scientists working at the frontier of machine learning. This is not a traditional execution-focused recruiting role.
 
 
 You will operate as a strategic partner to OpenAI&rsquo;s research staff, helping define hiring priorities, shape search strategy, influence candidate evaluation, and guide hiring decisions that directly impact the direction and quality of our frontier-model research and fulfillment of our mission.
 
 
 
 In This Role, You Will
 
 
 
 <ul>
 <li>
 Partner directly with research and technical staff to define hiring priorities, shape search strategies, and anticipate future talent needs as technical roadmaps evolve.
 </li>
 <li>
 Proactively identify and cultivate exceptional AI/ML research talent across industry, academia, and emerging labs, often before formal hiring needs exist.
 </li>
 <li>
 Use market insights and candidate signals to influence hiring decisions, leveling, and compensation strategy for highly specialized research roles.
 </li>
 <li>
 Serve as a trusted advisor throughout candidate evaluation and closing &mdash; helping leaders calibrate for research excellence, long-term potential, and organizational fit.
 </li>
 <li>
 Collaborate closely with your sourcing partner to execute complex, high-impact searches in ambiguous or rapidly evolving technical domains.
 
 
 </li>
 </ul>
 
 You Might Thrive In This Role If You
 
 
 
 <ul>
 <li>
 Significant experience recruiting within highly technical or specialized environments.
 </li>
 <li>
 Deep interest in AI research and a desire to engage directly with global research communities.
 </li>
 <li>
 Experience recruiting within highly technical or specialized environments such as ML/AI, distributed systems, infrastructure, scientific computing, or quantitative research.
 </li>
 <li>
 Track record of leading complex, ambiguous technical searches from early talent mapping through close.
 </li>
 <li>
 Experience navigating high-stakes negotiations with senior technical or research candidates.
 </li>
 <li>
 Comfort operating in fast-moving environments where hiring priorities and role definitions may evolve over time.
 
 
 </li>
 </ul>
 
 Workplace &amp; Location
 
 
 
 This role is based in our San Francisco office and we aren&rsquo;t considering remote applications at this time. We use a hybrid work model of 3 days in the office with optional work from home on Thursdays and Fridays. We also offer relocation assistance to new employees.
 
 
 Our open-plan offices have height-adjustable desks, conference rooms, phone booths, well-stocked kitchens full of snacks and drinks, three in-house prepared meals daily, outdoor space for working and socializing, wellness rooms, private bike storage, and more.
 
 
 
 About OpenAI
 
 
 
 OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.
 
 
 We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic.
 
 
 For additional information, please see OpenAI&rsquo;s Affirmative Action and Equal Employment Opportunity Policy Statement.
 
 
 Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations.
 
 
 To notify OpenAI that you believe this job posting is non-compliant, please submit a report through this form. No response will be provided to inquiries unrelated to job posting compliance.
 
 
 We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this link.
 
 
 OpenAI Global Applicant Privacy Policy
 
 
 At OpenAI, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology.
 
 
 Compensation Range: $216K - $240K
</div>

Recruiter, AI/ML Research

Givebutter

<div>
 
 Company Description
 
 
 
 Givebutter is the most-loved nonprofit fundraising and CRM platform, empowering millions of changemakers to raise more, pay less, and give better. Nonprofits use Givebutter to replace multiple tools so they can launch fundraisers and events, use donation forms and donor management (CRM), send emails and text blasts&mdash;all in one place. Use of the Givebutter platform is completely free with a 100% transparent tip-or-fee model.
 
 
 Givebutter has been certified as a Great Place to Work&reg; every year since 2021, and is the #1 rated nonprofit software company on G2 across multiple categories.
 
 
 Our mission is to empower the changemaker in all of us. We believe giving should be fun, so you&rsquo;ll want to do it again, and we also believe that work should be fun, so that you&rsquo;ll have the greatest impact. We are excited to hear from talented people who want to work with other talented people in making the world a butter place&mdash;and have fun along the way.
 
 
 
 Role Description
 
 
 
 Givebutter is hiring an additional Recruiter to support our growing team and help us deliver a world-class hiring experience. In this role, you'll own the entire recruiting process from sourcing to offer, partnering closely with hiring managers to identify, engage, and close top talent. You'll bring both strategic thinking and operational excellence to every search, ensuring candidates have a smooth, thoughtful, and engaging experience at every stage. You'll work across teams to build pipelines, drive process improvements, and help shape how Givebutter grows.
 
 
 <ul>
 <li>
 Please note, we're currently only considering candidates based in Austin, TX, San Francisco, CA, or Seattle, WA for this role.
 
 
 </li>
 </ul>
 
 We Want To Hear From People Who&hellip;
 
 
 
 <ul>
 <li>
 Proven Full-Cycle Recruiting Experience: You've owned the end-to-end hiring process across multiple roles and functions simultaneously, and know how to move searches forward with confidence
 </li>
 <li>
 Passionate About Candidate Experience: You're always striving to create exceptional, thoughtful experiences for every candidate, at every stage of the process
 </li>
 <li>
 Data-Driven and Process-Oriented: You use data and insights to shape sourcing strategies, improve hiring outcomes, and spot inefficiencies before they become problems
 </li>
 <li>
 Obsessively Organized: You thrive on the details others might miss and bring structure and consistency to everything you touch
 </li>
 <li>
 Tech-Forward Mindset: You get excited about leveraging tools, automation, and AI to identify top talent and streamline recruiting workflows
 </li>
 <li>
 A True Talent Partner: You build strong relationships with both candidates and hiring managers, and take pride in being a trusted, reliable partner throughout the hiring process
 
 
 </li>
 </ul>
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Own the full recruiting lifecycle for assigned roles, from kick-off through offer and close
 </li>
 <li>
 Partner with hiring managers to define role requirements, build interview plans, and align on hiring timelines
 </li>
 <li>
 Proactively source and engage candidates using platforms like LinkedIn, job boards, and talent communities
 </li>
 <li>
 Manage candidate pipelines with accuracy and care in our ATS (Ashby), ensuring data integrity and timely follow-through
 </li>
 <li>
 Drive a consistent, high-quality candidate experience at every touchpoint throughout the recruitment lifecycle
 </li>
 <li>
 Leverage data, hiring metrics, and feedback to continuously improve processes and pipeline health
 </li>
 <li>
 Ensure the team is maximizing recruiting tools and systems, including AI enhancements that elevate the interview experience
 </li>
 <li>
 Maintain and improve recruiting documentation to support consistency and scalability as the team grows
 </li>
 <li>
 Collaborate cross-functionally with People Ops to support seamless onboarding handoffs
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 Minimum 4+ years of full-cycle recruiting experience, ideally in a remote or high-growth environment
 </li>
 <li>
 Proven ability to manage multiple searches simultaneously while delivering a quality experience for candidates and hiring managers
 </li>
 <li>
 Experience with modern Applicant Tracking Systems (Ashby preferred)
 </li>
 <li>
 Strong sourcing skills across LinkedIn and other platforms like Juicebox or role-specific job boards, with a solid understanding of search filters and outreach best practices
 </li>
 <li>
 Comfortable using recruiting analytics and reporting to inform decisions and communicate pipeline health
 </li>
 <li>
 Tech-savvy and excited about using tools, automation, and AI to make recruiting more efficient
 </li>
 <li>
 Passionate about Givebutter's mission and committed to creating a welcoming, inclusive candidate experience
 
 
 </li>
 </ul>
 
 Benefits
 
 
 
 
 More about Givebutter
 
 
 
 <ul>
 <li>
 Remote Work: Work remotely from one of our 10 hubs (Austin, Denver, Indianapolis, Los Angeles, San Francisco, New York, Salt Lake City, Minneapolis, Seattle, and Nashville).
 </li>
 <li>
 Health Insurance: We offer Medical, Dental, and Vision insurance covered 100% for employees as well as HSA and FSA accounts.
 </li>
 <li>
 Dependent Care Coverage: We offer coverage for dependents, with 50% of Medical, Dental, and Vision premiums covered for all eligible dependents.
 </li>
 <li>
 Mental Health: Givebutter health insurance plans come with access to a TalkSpace membership.
 </li>
 <li>
 401k: We offer a 3% 401k match for all eligible employee's.
 </li>
 <li>
 Vacation and Holidays: Givebutter offers a Flexible PTO policy with uncapped vacation days and company-recognized holidays.
 </li>
 <li>
 Wellness Week: Givebutter closes for one week each summer to prioritize rest and recharge for the entire team.
 </li>
 <li>
 Parental Leave: We offer 12 weeks of paid leave for all parents and comprehensive leave planning management through Aidora.
 </li>
 <li>
 Family Care Support: Access a company-paid UrbanSitter membership plus care credits to book trusted, background-checked caregivers for childcare, senior care, pet care, and household support when you need it most.
 </li>
 <li>
 Home Office Stipend: Upgrade your home office with company-sponsored expenses, including high-quality laptops, monitors, and modern technology.
 </li>
 <li>
 Coworking Stipend: Enjoy a monthly stipend that gives you the freedom to work from coworking spaces or caf&eacute;s whenever you need connection, community, or a change of scenery.
 </li>
 <li>
 Charitable Giving: Employees are encouraged to donate up to $50/month to any verified nonprofit they wish to support on Givebutter.
 </li>
 <li>
 Professional Development: We offer learning and development reimbursement opportunities.
 </li>
 <li>
 Love What You Do: We are a mission-driven company serving the charitable sector. Feel good about the work you're doing and the company you work for.
 
 
 </li>
 </ul>
 
 Interview Process
 
 
 
 Below is a high-level outline of our standard interview process
 
 
 <ul>
 <li>
 Recruiter Screen: A 30-minute conversation to learn more about your background, walk through the role, and ensure mutual alignment on expectations, values, and logistics.
 </li>
 <li>
 Hiring Manager Interview: A deeper dive into your relevant experience, skillset, and working style. This is your first opportunity to connect directly with the person who may be your future manager.
 </li>
 <li>
 Assessment (technical or non-technical): This stage will vary based on the role. It could involve a live coding session, case study, or take-home project. Some roles may include two parts to this stage to evaluate both practical skills and problem-solving approaches
 </li>
 <li>
 Values Interview: A conversation with team members focused on how you align with our core values and leadership principles.
 </li>
 <li>
 References: We connect with a few folks you&rsquo;ve worked closely with to get a better picture of your working style and impact.
 </li>
 <li>
 Offer: If all goes well, we&rsquo;ll move to the offer stage!
 
 
 </li>
 </ul>
 
 Please note, we will have an AI note-taking tool join most of our interviews.
 
 
 
 
 Hi potential new butterslice! A
 
 
 recent study from LinkedIn
 
 
 showed that most women apply to jobs only when they meet 100% of the requirements, whereas men will hit the apply button if they hit 60%. Givebutter is committed to building a diverse and inclusive team. So to the women and nonbinary folks out there feeling unsure if you're a perfect fit, we strongly encourage you to apply!
 
 
 
 Compensation Range: $100K - $120K
 
 
</div>

Recruiter

Fieldguide

<div>
 
 About The Role
 
 
 
 Fieldguide is entering a rapid stage of growth where talent acquisition isn't a support function, it's a competitive advantage. Partnering closely with the Senior Director, People, you will scale a global recruiting function that supports rapid, high-quality growth from 150 to 600+ employees across engineering, go-to-market, and every function in between.
 
 
 This role is both strategic and deeply hands-on. You will design scalable hiring systems from the ground up, support building an employer brand that resonates in the most competitive talent markets in the world, and develop a recruiting team that raises the bar on every hire. You will shape how we hire, who we hire, and how our culture shows up throughout the candidate experience.
 
 
 This is a defining leadership role for someone who has built durable recruiting infrastructure at a high-growth AI or SaaS company, knows what great looks like across the full hiring lifecycle, and is energized by the challenge of making Fieldguide the most sought-after employer in the space. It sits at the intersection of hiring strategy, operational excellence, and AI-native execution.
 
 
 
 What You'll Do
 
 
 
 
 Team Leadership and Development
 
 
 
 <ul>
 <li>
 Build, coach, and lead a high-performing, globally distributed talent acquisition team
 </li>
 <li>
 Create a culture of ownership, data-driven continuous improvement, and high standards across the recruiting function, balancing speed and quality as the company scales
 </li>
 <li>
 Act as a trusted advisor to founders, executives, and hiring managers, guiding hiring decisions and tradeoffs with sound judgment, market knowledge, and data
 </li>
 <li>
 Use AI to synthesize pipeline data, team performance signals, and market intelligence into clear leadership briefings, freeing your time and your team's time for the high-judgment work that shapes hiring outcomes
 
 
 </li>
 </ul>
 
 Employer Brand and Talent Marketing
 
 
 
 <ul>
 <li>
 Contribute to the build of a compelling employer brand that clearly articulates Fieldguide's mission, culture, and value proposition to attract top talent in the most competitive markets in the world, starting with San Francisco and expanding globally
 </li>
 <li>
 Design candidate experiences that reflect who Fieldguide is: technically rigorous, values-driven, and genuinely differentiated from the AI companies candidates are comparing us to
 </li>
 <li>
 Partner with Marketing and People Ops to bring the Fieldguide story to life across channels, including LinkedIn, job boards, community events, campus programs, and more
 
 
 </li>
 </ul>
 
 Systems, Tooling, and AI-Powered Operations
 
 
 
 <ul>
 <li>
 Continuously improve recruiting processes, tools, and vendor relationships to support growth and efficiency, with AI as a default accelerant, not an afterthought
 </li>
 <li>
 Partner with People Operations on live recruiting dashboards that give leaders real-time visibility into pipeline health, hiring velocity, offer conversion, and quality of hire, and use that data to make decisions fast
 </li>
 <li>
 Define and track meaningful recruiting metrics that surface bottlenecks, inform tradeoffs, and demonstrate the function's business impact
 </li>
 <li>
 Stay current on market trends, particularly in technical, AI, and hard-to-hire talent areas, and translate that intelligence into sourcing and positioning strategy
 
 
 </li>
 </ul>
 
 Your First Year
 
 
 
 
 30 Days: Learn the terrain
 
 
 
 <ul>
 <li>
 Develop a deep understanding of Fieldguide's business, product, culture, and competitive position in the talent market
 </li>
 <li>
 Build strong relationships with founders, executives, People Ops, Finance, and hiring managers
 </li>
 <li>
 Stabilize execution on open roles and immediate pipeline gaps so no hiring momentum is lost during the transition
 </li>
 <li>
 AI: Map 2&ndash;3 recruiting workflows where AI can meaningfully improve quality or throughput
 
 
 </li>
 </ul>
 
 30&ndash;60 Days: Start building
 
 
 
 <ul>
 <li>
 Clarify team structure, responsibilities, and operating cadences, and partner with business leaders to sharpen hiring planning and intake
 </li>
 <li>
 Begin standardizing hiring practices and candidate experience across functions, and introduce early process or tooling improvements that reduce friction and increase predictability
 </li>
 <li>
 AI: Ship at least one repeatable AI-assisted recruiting workflow
 
 
 </li>
 </ul>
 
 60&ndash;90 Days: Drive impact
 
 
 
 <ul>
 <li>
 Implement meaningful improvements to recruiting metrics, processes, and systems that measurably impact hiring speed and quality
 </li>
 <li>
 Align leaders on a scalable global hiring model and position talent acquisition as a proactive, strategic partner to the business
 </li>
 <li>
 Deliver a clear, data-backed talent acquisition roadmap aligned to business goals, covering near-term execution improvements and longer-term scale plans
 </li>
 <li>
 AI: Present your AI leverage map, what the function is using, what you've learned, and where you're taking it next
 
 
 </li>
 </ul>
 
 Ongoing
 
 
 
 <ul>
 <li>
 Own the talent acquisition roadmap and continuously evolve it as the business scales
 </li>
 <li>
 Maintain operating credibility and trusted advisor status with founders and executive leadership on all things hiring
 </li>
 <li>
 Build Fieldguide's reputation as a destination employer in San Francisco and beyond
 </li>
 <li>
 Develop your team into the strongest recruiting organization in the industry
 
 
 </li>
 </ul>
 
 Who You Are
 
 
 
 You're a senior talent leader who has built recruiting functions that become genuine competitive advantages, not just cost centers that fill seats. You know the difference between a hiring process that technically works and one that actually wins. And you've led your team to that higher bar.
 
 
 
 Must-Haves
 
 
 
 
 Recruiting Leadership at Scale:
 
 10+ years of talent acquisition experience, including leading teams at high-growth AI or SaaS startups. You've scaled organizations from the early days to 600+ employees and built the infrastructure that made that growth possible without sacrificing quality.
 
 
 
 Executive Influence:
 
 Proven ability to partner with and influence founders, executives, and senior leaders on hiring strategy and execution.
 
 
 
 Global Hiring Expertise:
 
 Demonstrated success designing and executing end-to-end global recruiting strategies across geographies, time zones, and competitive labor markets. Bonus points for currently working in San Francisco.
 
 
 
 Employer Brand Building:
 
 Experience building employer branding or talent marketing initiatives that moved the needle on candidate quality and offer acceptance. You understand that the brand you build in the market is a recruiting tool as much as any sourcing channel.
 
 
 
 Team Development:
 
 Experience building, developing, and retaining high-performing talent acquisition teams, including developing people managers. You make your team better by design, not by accident.
 
 
 
 Recruiting Systems and Tooling:
 
 Strong background in building scalable recruiting processes, AI tooling; hands-on experience with Ashby is a strong plus, as you know how to configure it to give hiring managers and leadership real visibility, not just recruiters.
 
 
 
 International Expansion:
 
 Experience supporting new market entry and building recruiting infrastructure in regions new to the company.
 
 
 
 AI-Native:
 
 AI is embedded in how you work, not something you use occasionally. You've built repeatable, AI-powered recruiting workflows with measurable impact in sourcing, screening, scheduling, market intelligence, or employer brand content. You critically evaluate what AI gets wrong, and you own the outcomes. You've also led your team's AI adoption: your team works differently because of you.
 
 
 
 Comfortable with Ambiguity:
 
 You don't need a perfect brief to get started. You're energized by unclear problem spaces, make sound decisions with incomplete information, and create structure where none exists.
 
 
 
 Adaptable:
 
 Fieldguide moves fast and priorities shift. You recalibrate quickly, bring others along without losing momentum, and treat pivots as information rather than setbacks.
 
 
 
 Growth Mindset:
 
 You're motivated to get better at your craft, in recruiting, in leadership, and in how you leverage AI. You seek feedback, reflect honestly, and apply it.
 
 
 
 Bias to Action:
 
 You launch, get feedback, and iterate. You create momentum and help others move faster too.
 
 
 
 Bonus Points
 
 
 
 <ul>
 <li>
 Experience hiring for technical AI/ML roles in a competitive San Francisco market
 </li>
 <li>
 Hands-on experience with AI sourcing or screening tools and a clear point of view on where they actually move the needle vs. add noise
 </li>
 <li>
 Experience using compensation benchmarking tools to build and defend offer strategies in competitive markets
 
 
 </li>
 </ul>
 
 Why Fieldguide
 
 
 
 
 You'll do your best work here.
 
 We move fast, we trust our people, and we remove the obstacles that get in the way of great work.
 
 
 
 You'll grow faster here.
 
 This is not a place where you maintain the status quo. You'll sharpen your craft alongside teammates who care deeply about their own growth and yours. We're building the AI-powered future of professional services and the people here will define what careers in that future look like.
 
 
 
 You'll matter here.
 
 We're an early-stage company where your work has outsized impact. We've already launched Field Agents, agentic AI that transforms audit and advisory workflows, and we're just getting started. The recruiting function you build here will be followed by the rest of the industry.
 
 
 
 Our Values
 
 
 
 At Fieldguide, our values aren't wall art, they're how we make decisions. We're
 
 Fearless
 
 enough to take on problems the industry has accepted as unsolvable. We move
 
 Fast
 
 , launching with excellence and iterating until it's right. We build products and experiences people genuinely love.
 
 Lovable
 
 is a bar, not a buzzword. We're
 
 Owners
 
 who run the business like it's ours, because it is. We play the long game and create
 
 Win-win
 
 outcomes for our customers, our teammates, and the market we're building. And we know the best ideas come from
 
 Inclusive
 
 teams, so we scale the ones that bring everyone along.
 
 
 
 Benefits
 
 
 
 We offer competitive compensation and meaningful equity ownership because when Fieldguide wins, you win. Beyond that, we've built benefits around the idea that you do your best work when your life outside of work is taken care of: flexible PTO that people actually use, a 401(k), wellness support, and a technology and work-from-home reimbursement so your setup isn't a bottleneck.
 
 
 Fieldguide is an equal opportunity employer. We celebrate diversity and are committed to building an inclusive environment where everyone can do their best work.
 
 
 Compensation Range: $190K - $240K
</div>

Director, Talent Acquisition

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