5-7 years of experience in recruiting for affiliate or performance marketing businesses
Proven track record of full-cycle recruiting from intake to close
Strong sourcing skills with a focus on both inbound and outbound strategies
Ability to communicate clearly and concisely with senior leaders
Experience in building and utilizing a repeatable sourcing framework
Responsibilities
Lead senior and hard-to-fill searches from start to finish
Build a proactive talent pipeline ahead of demand
Create and maintain the recruiting playbook including scorecards and rubrics
Guide and develop the Recruiting Ops Manager
Provide leadership with clear reporting on search status and potential stalls
Benefits
Real ownership of the recruiting process with no handoffs
Support from a dedicated Recruiting Ops Manager
Collaborative partnership with hiring managers
Opportunity to influence hiring strategies and processes
Access to modern, AI-driven recruiting tools
Potential for career growth into management roles
Full Job Description
Remote, US (ET hours) • Reports to the SVP of Talent
We're looking for the recruiter who finds the senior and hard-to-fill talent no one else surfaces, runs each search first touch to close, and makes our recruiting function sharper over time.
You'll own the whole talent acquisition function and searches that matter most to an affiliate and performance marketing business, the ones where a miss costs us months, and you'll do it without layers or handoffs, which means nobody downstream catches what you miss. The best recruiters can move quickly and strategically making sure that talent acquisition aligns to our business, not just the req, each hire raising the bar leading to extraordinary outcomes.
Tip: Only apply if you have had success hiring for an affiliate/performance marketing business OR built performance marketing teams (paid media, yield, CRO, tech roles focused on metrics that make an impact i.e. ROAS, margin, EBITDA, etc.) Why This Seat
Real ownership. You run the search, make the calls, own the results. No layers, no handoffs.
A teammate in your corner. Our Recruiting Ops Manager owns the backend so search work never bottlenecks, and helping that teammate grow is part of the seat.
Partners, not gatekeepers. Hiring managers move with you as an extension of talent.
Influence past filling seats. You become the expert the business consults on how to hire, and you leave behind systems that outlast you.
A modern, AI-forward stack. Claude is in the daily workflow and the sourcing tools are real, with room to raise the bar on what's possible with a lean team.
Room to grow. You start as an IC leading our Recruiting Ops Manager, with an opportunity to manage in the future based on success.
What You'll Bring
Intimate knowledge of an affiliate or performance marketing business like ours, or a track record recruiting and building performance marketing teams: paid media, yield, CRO, and data science focused on the metrics that move the business.
Full-cycle ownership. You've run searches first touch to close, solo, across concurrent searches, and senior leaders trust your read because you give it to them clearly and concisely.
A sourcing engine you built yourself: inbound and outbound, passive included, with a repeatable framework and the tools and automation that moved your numbers.
Outreach that converts. You know how many people you contacted on your last hard search and how fast, not just how many you sourced.
Calls you can defend. When you don't have a read yet, or you got one wrong, you say so and go get the answer.
Nice to Have
Built search reporting that let leadership see status at a glance and spot stalls early.
Designed scorecards, pre-screen rubrics, or interview loops that sped up panel decisions.
