Seven Starling - Senior Corporate Recruiter
Requirements
• 5+ years of full-cycle recruiting for primarily sales and metrics-driven positions, ideally high-volume, with a record of consistently hitting hiring targets. Bring real examples of how you did it. • A strong talent sourcer, comfortable with cold outreach. You can show how you have found candidates who weren’t actively looking and how you have built a candidate pipeline from nothing. Experience hiring sales or operations role (field sales, inside sales, or healthcare is a plus). • Genuinely warm and down to earth. Candidates and hiring managers should feel like you’re on their side, and you’re honest with them about the position. • A service mindset. You follow up, close the loop, and notice when someone has been waiting too long for an answer. • Excited to build from scratch. You’d rather improve a process than follow one, and you keep refining it. • Comfortable with targets and accountability, and proficient with ATS systems and recruiting tools. • A true believer in what we do. You can talk about our mission with conviction and get people excited, including people who aren’t looking right now. • Full-time; remote • The salary for this position is $105,000 to $115,000 • Meaningful equity package with significant upside potential
Responsibilities
• Own the corporate recruiting strategy. Decide where and how we find talent for each Sales and Operations role: which companies, titles, and markets to go after and which hiring channels should be kept. Every search starts with a clear plan built by you. • Hit our hiring targets. Set a pipeline plan for each role, track it weekly, and flag early when we are off pace. We expect you to reach your hiring targets and know how you got there. • Be a champion for Seven Starling. Tell our story with real excitement, so candidates leave a conversation with you wanting to be part of our mission. • Own the hiring journey and experience. Primary focus on Sales and Operations hiring from intake through signed offers with a warm handoff for onboarding. • Guide decision-making with numbers. Track pipeline conversion, time to fill, and offer acceptance. Share what you see with the Director of People Operations and use it to improve each hiring stage. • Keep relationships warm and be curious with your search. Stay in touch with strong candidates who aren’t a fit yet. Build a network of future hires, and show up in the communities where great people already are. Let referrals, events, and past conversations feed your pipeline. • Partner with and learn from the team. Run screener meetings to agree on the candidate profile, timeline, and pipeline health, and keep hiring managers updated along the way. • Screen with care and a clear, consistent rubric. Send managers short summaries, handle scheduling, and prep interviewers so each round builds on the last. • Ensure candidates feel heard, even if they aren’t a fit right now. Write thoughtful offer, rejection, and update messages that are timely and kind, and keep records accurate in Lever. • Build, test, and refine. Turn what works into repeatable processes with the Director of People Operations. Keep improving the playbook as we learn. • Jump in when needed. Pick up one-off reqs in other departments.
Benefits
• Competitive paid time off • Competitive parental leave policy • One-time stipend to enhance your work from home experience • Medical, dental, and vision insurance • Bereavement leave, including for miscarriage and pregnancy loss • Annual stipend for your choice of wellness benefits • Annual professional development stipend • Virtual team events • $105,000 - $115,000 a year
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