conduct - Talent Acquisition

• Build the infrastructure: ATS setup, scorecards, sourcing playbooks, templates. Building a systems that let us hire at pace without cutting corners • Manage multiple complex searches simultaneously without sacrificing quality or candidate experience • Manage external partners where needed and know when to use them and when not to • You'll also shape how we show up as an employer: how we write job specs, how we talk about Conduct to candidates, and how we build our reputation in competitive talent markets. • This is a founding role, you'll build as much as you run. You'll fit right in if your former colleagues would call you one of the sharpest recruiters they've ever worked with - and if you care as much about quality as you do about speed. • In practice that tends to look like: • 4+ years of hands-on recruiting, ideally in fast-growing tech environments. You've been the person who decided what good looked like, not someone who inherited a process someone else built. • Strong technical recruiting chops. We're an engineering-led company, and technical hiring is a core part of this role. You've personally closed software engineers, staff engineers, and product designers — and you know what great looks like. • Creative sourcing instincts. You build pipelines, not just job postings. You know where to find people who aren't looking, and you adapt fast when the first approach isn't working. • Excellent communication. You build trust with (deeply technical) candidates and senior stakeholders alike, written and verbal. • A genuine point of view on talent. You run intake conversations that produce a real, shared definition of the bar. You hold the broader team accountable to the process, push back when steps get skipped, and build credibility through outcomes.