Ubiquity Retirement and Savings (dba Decimal Inc) - Talent Acquisition Specialist
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Requirements
• 5 to 8 years of full-cycle recruiting experience at a technology company — SaaS, fintech, or a similarly fast-moving environment • Proven experience recruiting software engineers in competitive markets — not just reviewing inbound, but finding and closing people who were not looking • Experience recruiting GTM talent: AEs, SDRs, Sales Managers, or equivalent commercial roles • Hands-on Lever experience — you have owned the configuration, not just used the tool • Sourcing skills that go beyond LinkedIn Recruiter; you know how to find the people who are not on job boards • Communication range to run a technical debrief with engineers and a compensation conversation with a VP Sales in the same afternoon • High organizational discipline — no dropped follow-ups, no candidates lost to silence, and hiring managers kept accountable without being burned out • Comfort operating independently in a fully remote environment where priorities shift and the org is still evolving • You have been a first or solo recruiter at a startup and know what it means to build process from scratch • Familiarity with compensation benchmarking tools such as Pave or Levels.fyi • Experience with DEI-focused sourcing strategies and inclusive job description practices • Background building and delivering interviewing related training • Background working at a high-growth startup or scaling tech organization
Responsibilities
• Own full-cycle recruiting for Engineering and GTM • Drive end-to-end recruiting for software engineers, AEs, SDRs, Sales Managers, and Business Operations roles — from kickoff call to signed offer • Partner with hiring managers to define what great actually looks like for each role and hold the process accountable to that bar • Keep 8–12 open reqs moving simultaneously without letting candidates or hiring managers go dark • Build pipelines before you need them • Source senior engineers and quota-carrying GTM talent through LinkedIn, GitHub, niche communities, referrals, and direct outreach — not just inbound • Write outreach that earns a reply because it is specific and human, not because it hit a hundred inboxes • Maintain warm pipelines for recurring roles so we are never starting from scratch mid-quarter • Own our recruiting infrastructure • Configure and continuously improve our Lever ATS — pipeline stages, automations, scorecards, offer templates, integrations, and reporting • Maintain our job description library so every JD is current, accurate, and inclusive • Use data to drive improvement • Track time-to-fill, source quality, pipeline conversion, and offer acceptance rates and use those numbers to make real decisions • Bring market intel and compensation benchmarks to leadership so they have an honest picture of what it takes to hire right now • Represent Ubiquity well at every touchpoint • Build a candidate experience that is warm, clear, and respectful — a direct reflection of how we treat people as a company • Support our employer brand on LinkedIn and Glassdoor and help candidates understand what Ubiquity is building and why it matters
Benefits
• Comprehensive medical, dental, and vision coverage • Flexible PTO policy • Equity participation • Inclusive, collaborative team culture • $130,000 - $150,000 a year • We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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