Recruiter

The Role

We're looking for a full-cycle recruiter to own hiring across the company — engineering, product, design, GTM, ops, and CS. Not a specialist lane. You'll run the full pipeline for whatever role is open, from defining what "qualified" means to getting an offer signed.

What You'll Do

• Own full-cycle recruiting. Intake with hiring managers, build the pipeline, run process, close candidates — across every function at Bobyard, technical and non-technical.
• Source proactively. GitHub, LinkedIn, research corpora, niche communities, referral networks — for engineering roles — and equally sharp sourcing instincts for GTM, ops, and CS talent where the signal looks different.
• Write outreach that converts. Precise, respectful, relevant messaging tailored to the role and the person. No generic templates. Every message earns a reply or teaches you something.
• Run a tight interview process. Coordinate panels, keep candidates and interviewers on schedule, chase feedback, keep Ashby clean and current.
• Build the research layer. Structured candidate profiles — background, signal, fit hypothesis — so hiring managers can move fast with context, regardless of function.
• Own offers and negotiation. Draft and manage offer letters, work comp bands, close candidates, loop in legal/immigration partners when needed.
• Instrument the funnel. Track source quality, response rates, stage conversion, and time-to-fill across every open role. Surface what's working and kill what isn't.
• Partner with the Talent Engineer. Feed signal into automation workflows. Help identify where manual work can be systematized without losing quality.
• Represent Bobyard well. Every candidate touchpoint — technical or not — is a brand moment. You're often the first impression of who we are and why this company matters.
• Desired Experience
• 3–5 years of full-cycle recruiting at an early-stage startup, spanning both technical and go-to-market/operations hiring
• Comfortable switching context — sourcing a computer vision engineer in the morning, closing a CS hire in the afternoon
• Skilled at reading a resume, GitHub profile, or LinkedIn and quickly forming a fit hypothesis, no matter the function
• Strong writer — your outreach gets replies because it's thoughtful, not because it's volume
• Comfortable operating without a full playbook. You figure it out, then document it
• Data-literate: you track your pipeline, know your conversion rates, and use that to improve
• Fluent in Ashby (or similar ATS) and LinkedIn Recruiter
• Some exposure to offer structuring, comp bands, or immigration/visa basics a plus
• Bonus: exposure to construction, trades, or technical industries

What we offer

• A real path to running a talent line, not a hypothetical one
• A team that moves fast, owns outcomes, and doesn't hold meetings about meetings
• Comp Philosophy

Cash for stability. Bonus for performance. Equity for ownership. Your package reflects your role, your experience, and what you deliver.