The roleYou'll be the second talent hire at Fragment. This is a strategic operator role, where you'll bring sharp opinions on how to design our systems and processes in order to attract the best talent in the world, while executing sourcing and recruiting processes flawlessly. While opinionated, you're low ego and execute based on what's best for the team.
This is a generalist seat. You may come from a technical or a go-to-market background, and either is welcome, but you'll be expected to flex outside your comfort zone quickly. In a given week you might run a backend engineering search, a first-sales-hire search, and a finance req at the same time.
You'll partner directly with the Head of Talent, hiring managers, founders, and you'll have real latitude to shape how we hire.
What we're looking for- 3-8 years of full-cycle recruiting experience at a high growth company
- You've seen recruiting done well at a company with a high talent bar and value tight operational execution
- Targeted sourcing on niche, challenging searches: you can show us pipelines you built from scratch, not just reqs you managed; and you have been doing the top of funnel work
- Outbound selling. You're able to convince passive candidates to take a call, and you have lived experience winning in competitive offer situations
- Comfort recruiting outside your core function, and ability to get up to speed fast on new roles
- Strong judgment on candidates: you hold a high bar and can defend a no as clearly as a yes
- You write well and move fast; candidates hear from you the same day, not the next week
- Organized and proactive. You're able to juggle many searches at once and share updates proactively to keep everything on track
- You're a big picture thinker who can dive into the details with ease, passionate about recruiting craft and candidate experience, and want to build the best internal systems to support hiring at scale
- You hold yourself to an exceptionally high standard and cannot work any other way; this is just how you're wired
Bonus points- Depth in technical hiring (infra, ML, research) or in early GTM hiring (first AEs)
- Employer brand or candidate-marketing work - content, events, referral programs
- You care about keeping ATS data clean and building systems to manage this at scale
- You keep a close eye on your recruiting metrics and may have come up with your own metrics that typically aren't tracked by recruiting teams
- You love building and may have vibe coded some recruiting tools in your free time (please share!)
