Own Full-Cycle Recruiting – Source, engage, and close candidates across the org, including Engineering, Product, Design, Marketing, Customer Success and Operations, managing the full process from intake to offer.
Build Pipelines for Ambiguous Roles – Partner with hiring managers to translate a rough, evolving need into a real candidate profile, then go find those people. Many of these roles won’t have a clean precedent internally, you’ll help define what “right” looks like as you go. Other searches will be more clearly scoped, you’ll flex between both.
Drive Proactive Sourcing – Build sourcing strategies that go beyond inbound applicants. Reach passive candidates directly, especially for roles where the market is thin or the profile is unconventional.
Partner with Hiring Managers – Run regular intake and pipeline reviews, keep hiring managers accountable to the process, and push back when a search needs to be re-scoped.
Manage Candidate Experience – Keep candidates warm, informed, and moving through a fast-paced process. Represent Topline Pro well in every interaction.
Report on Pipeline Health – Track key metrics (time-to-fill, source of hire, funnel conversion) and flag bottlenecks early.