5-7 years of recruiting experience across full lifecycle
Proven ability to develop and implement recruiting strategies
Strong background in building candidate persona profiles
Experience in using AI tools and understanding tech roles
Leadership potential to grow and manage recruiting team
Responsibilities
Build and maintain strong sourcing pipelines to meet hiring goals
Create and document best practices for interview processes
Train internal hiring teams on effective evaluation techniques
Collaborate with founders on defining candidate personas
Manage recruitment functions, including sourcing, interviewing, and offer negotiations
Benefits
Opportunity for impact in shaping company culture
Hands-on role combining various recruiting responsibilities
Potential for leadership development and team expansion
Collaborative environment working closely with company founders
Full Job Description
THE ROLE
As the Head of Recruiting, you will define Abundant's recruiting strategy at all phases of the recruiting lifecycle. You'll be expected to identify bottlenecks, then build procedures and process to eliminate them. This role will combine many tasks that other companies split into individual roles. You'll be a sourcer, a coordinator, a university recruiter, a copywriter, and a strategist.
This is perhaps the most important role at Abundant today. The candidates you identify and close will establish our culture for years to come.
WHAT YOU'LL DO
Feed the top of the funnel: Build robust sourcing pipelines to ensure we meet our ambitious hiring targets.
Implement industry best practices: Write runbooks for how we should be conducting our on-site interviews, work trials, and debriefs. Then you'll "train the trainers" to ensure we can continue to scale our interview process.
Build candidate personas: Work closely with a founders to identify what makes Abundant engineers unique, then ensure our company's job postings and our public persona matches those values.
WHO YOU ARE
Experienced at all aspects of the recruiting lifecycle: You should be able to switch between sourcing, handling an on-site, and closing a candidate in the same day. We expect you to be the problem-solver rather than coordinating a team of contractors to handle different stages of the pipeline.
Strong leader: You will be responsible for building out the recruiting team as needs dictate. You should be an experienced individual contributor who is ready to make the jump into management.
AI fluent: you don't have to know what hill climbing is, but you need to be able to tell the difference between an "AI trainer", an "SPL", and a "Research Engineer". Strong candidates will have an in-depth understanding of how titles at different companies translate to real-world skillsets.
