We9re looking for a recruiter who closes searches other people give up on, and who does it in a way that makes the rest of the org want to work with them again. This isn9t a role where you inherit a playbook and run it. You9ll partner directly with founders, executives, and hiring managers - not just to fill roles, but to raise the bar on how we hire.

What You9ll Be Doing:

• Close the searches that matter most. Own full-cycle recruiting for our hardest technical and business roles - the ones where the obvious sourcing plan doesn9t work, and you have to build a new one.
• Make hiring managers better at hiring. You9ll push back when a rubric is vague, a loop is testing the wrong thing, or a 4no4 doesn9t hold up under scrutiny. You earn the standing to do this by being right, consistently, and by being someone people want in the room.
• Move fast without creating friction. You9ll make judgment calls, iterate in real time, and adjust strategy mid-search - all while keeping hiring managers, candidates, and the rest of the team aligned and informed. No surprises, no dropped threads.
• Build the function as you go. Better sourcing strategies, smarter use of AI tools, a sharper candidate experience - you9ll leave the recruiting org meaningfully better than you found it, and you9ll do it in a way that earns buy-in rather than working around people.

This role probably isn9t the right fit if...

• You want a well-defined process to run, rather than one to build and rebuild as the business changes.
• When a search stalls, you wait for direction instead of testing a new approach yourself.
• You9ve mostly recruited for brands candidates already want to work for - this job is proactive, not inbound.
• You measure success by 4we made a hire4 rather than 4we made the right hire, and the team trusts how we got there.4;
• You9ve built a reputation for getting results at the cost of the people around you - trust and speed both matter here, not one traded for the other.

Requirements:

• 3+ years as a full-cycle technical recruiter at a fast-growing company (
• A track record of closing difficult-to-fill engineering or technical searches - not just staffing easier roles well.
• Strong sourcing skills and real comfort engaging passive candidates.
• Evidence that hiring managers and leaders trusted your judgment and asked for you again - references or examples that speak to this are a plus.

We9re a growing team that works collaboratively, supports each other, and is highly energized by the opportunity to make a large impact. We actively promote an inclusive environment, valuing passion and the ability to learn. You9re encouraged to apply even if your experience doesn9t precisely match the job description!

The following is a representative annual base salary range for this position within the Bay Area: $170,000-$221,000. Job level and salary opportunities are evaluated through our interview process - we review the experience, knowledge, skills, and abilities of each applicant.

Instrumental is proud to offer a highly-rated variety of benefits, including health, vision, dental, commuter plans, and parental leave. All candidates must have an unrestricted right to work in the U.S.

At Instrumental, protecting company and customer information is a shared responsibility. Employees are expected to handle sensitive employee, financial, and company information in accordance with company security, confidentiality, and privacy policies, and promptly report suspected security incidents or policy violations.