A builder, not a maintainer.
You’ve helped build recruiting processes, workflows, interview structures, or operating rhythms from scratch — and improved them through iteration. You don’t need mature systems to be effective. You create structure where none exists.
AI-native, with receipts.
You’re actively applying AI across sourcing, screening, and recruiting ops — not reading about it, not planning to try it. You’ve measurably compounded your own output over the last two years and can spot AI fluency (or its absence) in candidates within a 30-minute conversation. You’re comfortable partnering with deeply technical founders and hiring managers, and you ramp quickly in complex domains.
Strong full-cycle executor.
You can independently drive sourcing, screening, calibration, coordination, and closing. You know how to maintain momentum while balancing candidate experience and hiring quality. You move quickly without sacrificing the talent bar.
Exceptional at engaging top talent.
You know how to identify and engage highly sought-after candidates who are unlikely to apply inbound — people fielding offers from the best companies in the world and skeptical of outreach. You’re resourceful, persistent, and know how to build trust with ambitious candidates in competitive markets.
High-judgment, energized by ambiguity.
You have a strong point of view on talent and challenge hiring managers when warranted. You operate without perfect direction and create clarity through action. Early-stage ambiguity doesn’t drain you — it’s where you do your best work.