You will manage full-cycle recruiting for a portfolio primarily focused on Marketing and select professional Operations roles.
Partner directly with Marketing leaders to recruit specialized talent across areas such as:
•
Demand Generation and Growth
•
Content and Communications
•
Brand and other specialized Marketing functions
You should understand the differences between these disciplines and be able to have credible intake conversations with Marketing leaders about the capabilities, experience, and business outcomes they need.
This means going beyond matching keywords on a resume.
You will be expected to develop targeted sourcing strategies, identify passive talent, assess relevant Marketing experience, challenge unclear requirements when appropriate, and build pipelines for searches that require proactive sourcing.
You will also support specialized and professional Operations hiring across areas that may include:
•
Implementation and Onboarding
•
Solutions and consulting-oriented roles
•
Operational leadership and other specialized functions
These searches may require targeted sourcing, detailed candidate assessment, and close partnership with business leaders to identify candidates with the right combination of functional expertise, SaaS experience, customer orientation, and operational capability.
As business needs shift, this recruiter may also provide additional recruiting support across broader Operations hiring.
•
Own recruiting from kickoff through accepted offer and requisition closeout.
•
Conduct structured kickoff meetings that define the success profile, required experience, sourcing strategy, interview process, and hiring timeline.
•
Build proactive sourcing strategies using LinkedIn Recruiter and other sourcing channels.
•
Screen and assess candidates against clearly defined requirements rather than simply forwarding resumes.
•
Partner closely with hiring managers while maintaining recruiter ownership of the hiring process.
•
Set expectations, follow up consistently, and address process delays before searches lose momentum.
•
Maintain accurate and current information in Greenhouse throughout the recruiting lifecycle.
•
Follow established interview, assessment, documentation, and compliance processes.
•
Drive timely interviewer feedback and scorecard completion.
•
Deliver consistent candidate communication and a professional candidate experience.
•
Use recruiting data and funnel activity to identify where a search is working and where the strategy needs to change.
•
Use AI and recruiting technology appropriately to improve research, sourcing, application review, communication, and recruiting efficiency while maintaining recruiter judgment and accountability.
•
Flex across additional recruiting priorities when business needs require additional support.