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 Come build with us!