Hands-on recruiter. You have filled hard roles yourself — technical, leadership, or other high-bar seats — by sourcing, screening, and closing. Managing a recruiter and agencies does not mean you stop doing that work.
Player-coach. You have managed at least one recruiter and/or retained search firms without becoming someone who only runs other people’s work. You can coach, re-prioritize, and still carry searches yourself.
Planning and contingency. You have built hiring plans and kept backup pipelines for roles the business cannot leave open. You think in scenarios: if this search slips, if this person leaves, if this offer dies, what do we do on Monday.
Agency judgment. You know when a retained search is the right tool (C-level, some VP-level) and when it is wasted spend. You can brief a firm, hold them accountable, and take a search back in-house if they are not producing.
Startup range. You have recruited at an early-stage or rapidly growing company, on a small talent team, with meaningful autonomy and high expectations.
Judgment and bar. You can tell a hiring manager the candidate is not good enough, and you can tell leadership the plan is not realistic. You protect quality and speed at the same time.
Clear communication. You communicate directly and precisely. You can explain pipeline health, risk, and the next action without recruiting jargon or a slide deck.
Bias to action. You move quickly, but you do not confuse activity with progress. Outreach volume matters only if it produces the right people in the process.
Resourceful. You identify what is unclear, find the people or information required, and move the work forward.
AI fluency. You actively use AI tools to increase the speed and quality of your work, and you have judgment about where they help and where a human still has to decide.
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Several years as a recruiter who personally sourced and closed priority roles, not only managed processes or agencies.
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Experience managing at least one in-house recruiter and/or retained search firms, with a clear point of view on what stays in-house vs. what goes out.
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Evidence you have set recruiting strategy or built the hiring plan
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Strong preference for technical recruiting, executive / leadership recruiting, or both. We hire across Product, Engineering, GTM, and operations, including high-stakes seats.
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Comfortable with Greenhouse or a similar ATS
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Based in Austin. This role works in person Tuesday, Wednesday, and Thursday.
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Plus: experience hiring in the U.S. and Mexico / Latin America, or managing a mix of employees and contractors across those markets.