5+ years of in-house recruiting experience across multiple disciplines, preferably in startups or growth-stage firms.
Proficiency in leveraging AI tools for sourcing and decision-making, understanding their benefits and limitations.
Experience with Ashby and LinkedIn Recruiter, or ability to quickly adapt to Ashby.
Proven ownership of full-cycle recruiting, emphasizing stakeholder partnership.
Strong sourcing skills, particularly in outbound outreach for challenging roles.
Excellent communication and storytelling skills to influence stakeholders and attract candidates.
Ability to assess talent quality under time pressure and navigate ambiguity.
Responsibilities
Own full-cycle recruiting across core departments with an outcomes-focused approach.
Be a strategic partner to hiring managers, facilitating role definitions and aligning on team needs.
Run targeted sourcing and pipeline campaigns for high-priority roles, prioritizing quality.
Leverage Ashby for efficient recruiting operations, enhancing decision-making speed.
Scale the recruiting function to align with rapid growth from 85 to over 150 FTEs.
Set high performance standards for talent, ensuring robust long-term hiring decisions.
Engage openly with hiring managers and recruiting channels, building visibility and trust.
Benefits
Stock options for full-time employees.
Flexible PTO and sick leave, with 9 annual holidays.
Generous paid parental leave and flexible return-to-work options.
401k retirement plan and monthly home internet/mobile phone stipend.
Comprehensive health benefits including medical, dental, and vision insurance effective from day one.
Full Job Description
Check is looking for a Lead Recruiter to drive our hiring efforts during a critical growth phase, partnering closely with people leaders across R&D, GTM, and G&A. This role sits at the center of how we build the company. It requires strong judgment, clear communication, deep ownership, and a genuine love for partnering with hiring managers and candidates alike.
You'll be responsible for bringing exceptional people into Check while building real partnership with hiring managers - shaping roles, calibrating bar, and running rigorous-but-human interview processes. To thrive in this role you must care deeply about candidate experience, hiring quality, and the daily business impact of your work, and you should be excited to be a public-facing partner across the leadership team, not a heads-down operations engine.
As you burn through our highest-priority reqs, your scope will broaden into deliberate optimization and infrastructure work: interviewer up-skilling, employer branding, debrief and calibration tooling, and hiring manager enablement at scale.
In this role, you will:
Own full-cycle recruiting across Engineering, GTM, and G&A with an outcomes-focused mentality. You'll partner with hiring managers to define needs, clarify what great looks like, and engage with top talent to fill those seats.
Be a true partner to hiring managers from day one. You'll shape roles, drive intake conversations that draw out spicy takes, challenge assumptions, and align teams on Check's standards and needs. Stakeholder partnership is the primary mode of operation here, it's not optional.
Run sourcing, outreach, and pipeline-building campaigns that keep candidate flow rich for our highest-priority roles. You'll optimize for quality over quantity to keep efforts efficient.
Drive recruiting operations within Ashby, leveraging the platform's AI-augmented sourcing, search, and pipeline tools to amplify your reach and impact. You'll continually explore new ways to help our team make great hiring decisions quickly, while keeping candidates excited about Check.
Scale our recruiting function as we grow from 85 100 150 FTEs and beyond, always building with ROI and stakeholder experience in mind.
Set and maintain a high performance bar for talent while moving fast. You'll keep the big picture in mind, ensuring strong long-term staffing decisions and helping us dodge negotiation traps.
Work in the open. You'll be a public partner to hiring managers and an active voice in our recruiting channels. We don't need a quiet ops engine. We need someone visible, opinionated, and trusted.
Partner closely with the Head of People to build creative and engaging hiring loops, competitive compensation structures, effective training programs, and executive reporting capabilities - you'll continually raise the visibility of the work you do and maximize its impact on every aspect of the business!
Many backgrounds could fit this role, but ideal candidates will have:
5+ years of in-house recruiting experience across multiple disciplines (technical and non-technical), preferably in a fast-paced startup or growth-stage environment.
AI fluency as a core competency - proven ability to leverage AI tools to amplify sourcing, outreach, screening, and decision-making, while applying judgment about where AI helps and where it doesn't. We're hiring people who are strong in their domain and know how to scale that strength through AI.
Fluency with Ashby and LinkedIn Recruiter (or proven ability to ramp quickly on Ashby - we recently migrated and our system is in active use).
Proven ability to own full-cycle recruiting independently - sourcing through coordination, closing, and offer management, with a stakeholder-partnership-first orientation.
Strong sourcing capability, including outbound outreach and pipeline building for hard-to-fill roles.
Clear, direct communication and exceptional storytelling. You're equally adept at influencing senior stakeholders and selling candidates on a vision.
Strong judgment and the ability to maintain a high talent bar under time pressure - there's urgency, and then there's false urgency. You know the difference.
A bias toward visibility - working in the open, speaking up in cross-functional spaces, building hiring-manager confidence through engagement, not invisible reliability.
Comfort with ambiguity - you're comfortable laying the track when the train is already moving, and always helping our team move faster without sacrificing the integrity of our process.
What we offer:
For full-time employees, Check offers stock options, flexible PTO and sick leave, 9 annual holidays, generous paid parental leave for all new parents and flexible return-to-work, a 401k retirement plan, and a $100 monthly stipend for home internet and mobile phone expenses. We also provide high-quality medical, dental, vision, short-term/long-term disability, and basic life insurance coverage, effective on your first day of work.
At Check, transparency and fairness in compensation are our top priorities: our compensation bands are visible to all employees across all roles. The actual annual salary for this role is dependent on each candidate's experience, qualifications, and work location:
The expected range in San Francisco, NYC, LA, and Seattle is between $172,000 and $185,000.
The expected range for all other locations is between $147,000 and $160,000.
We accept applications on an ongoing basis with no specified deadline. Travel & Office Policy
The Check team is distributed across the US. Roles can be remote, hybrid, or based in one of our offices in New York City or San Francisco. We offer ample opportunities and encourage employees to attend team offsites, events, and hackathons a couple of times a year. All Checketeers gather in the spring for a required 3-day company offsite.
For our in-office and hybrid employees, our offices are open all week. We provide meals on Tuesdays and Thursdays and there are regular happy hours, game nights, and other in-person events.
Remote work at Check requires the ability to perform all responsibilities without distraction or disruption, while maintaining quality, effective communication, and productivity.
