Flex - Recruiting Lead
Requirements
• Own full-cycle recruiting for business, GTM, operations, finance, and senior leadership roles • Partner with hiring managers to define role scope, seniority, success profiles, and evaluation criteria before a search kicks off • Build and execute outbound sourcing strategies across LinkedIn, referrals, networks, and targeted research • Screen for signal: judgment, ownership mentality, and role-specific depth — not keyword matching • Coordinate structured interview loops and enforce consistent feedback capture across interviewers • Drive offer strategy and closing, including leveling, comp alignment, and counter-offer navigation • Own the ATS: pipeline hygiene, feedback documentation, reporting, and data integrity • Build and maintain hiring infrastructure: interview rubrics, scorecards, leveling guides, and onboarding processes for new hiring managers • Analyze funnel metrics (conversion rates, time-to-fill, source quality, offer acceptance) and use that data to raise bar and improve efficiency • Lead the TA team to ensure alignment on process, candidate experience, and hiring standards across the full org • Serve as the internal owner of how Flex recruits — identifying gaps, proposing improvements, and driving adoption • 10+ years of full-cycle recruiting experience, with meaningful time spent on business, GTM, or leadership hiring • Demonstrated ability to run multiple complex searches simultaneously without dropping signal quality • Experience building or meaningfully improving hiring processes — rubrics, leveling frameworks, hiring manager onboarding, or ATS architecture • Strong sourcing instincts and comfort running high-volume outbound for competitive, hard-to-fill roles • Highly organized and data-driven, with the ability to identify what's broken in a funnel and fix it • Clear, direct communicator who can push back on vague requirements and hold a high bar even under pressure • Has built the playbook before, not just operated without one — comfortable creating structure in fast-moving, high-growth environments where none existed
Responsibilities
• Own full-cycle recruiting for business, GTM, operations, finance, and senior leadership roles • Partner with hiring managers to define role scope, seniority, success profiles, and evaluation criteria before a search kicks off • Build and execute outbound sourcing strategies across LinkedIn, referrals, networks, and targeted research • Screen for signal: judgment, ownership mentality, and role-specific depth — not keyword matching • Coordinate structured interview loops and enforce consistent feedback capture across interviewers • Drive offer strategy and closing, including leveling, comp alignment, and counter-offer navigation • Own the ATS: pipeline hygiene, feedback documentation, reporting, and data integrity • Build and maintain hiring infrastructure: interview rubrics, scorecards, leveling guides, and onboarding processes for new hiring managers • Analyze funnel metrics (conversion rates, time-to-fill, source quality, offer acceptance) and use that data to raise bar and improve efficiency • Lead the TA team to ensure alignment on process, candidate experience, and hiring standards across the full org • Serve as the internal owner of how Flex recruits — identifying gaps, proposing improvements, and driving adoption
Benefits
• Startup or scale-up experience, ideally through a growth phase • Prior experience partnering with or coordinating alongside a recruiting team • Exposure to fintech, AI, or platform-focused companies • Familiarity with modern recruiting tech: Ashby, Greenhouse, Gem, or similar • Build something generational — Capture the full lifecycle of money for ambitious business owners. • Work on real money, real risk — Payments, credit, and banking at serious scale. • Solve hard problems — AI, underwriting, compliance, and global finance from first principles. • True ownership — Small teams, high trust, real accountability. • Founder-level exposure — Direct access to leadership, customers, and investors. • High bar, high taste — Move fast without cutting corners. • Elite peers — People here are builders, not tourists. • Real upside — Meaningful equity if you help build something big.
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