This role changes that. You'll bring full-cycle recruiting in-house across nearly every function at Stand, so we fill complex, specialized, and leadership roles fast, on quality, and on our own. Not one great hire. The recruiting engine that lets Stand make dozens of them.

Concretely, that engine is four things:

• A self-sourced pipeline. Direct outreach, LinkedIn Recruiter, and referrals are the default, not the backup plan. Opening a new search should mean you already know where the strongest passive candidates are, not that you're calling an agency. Recurring roles should have warm pipelines before the req opens.
• A hiring standard. The final call belongs to the hiring manager. Your job is to make it easy to make that call well: role scorecards and formal interview panels, built once with engineering, product, and business leaders, so the next search doesn't start from scratch.
• Speed without shortcuts. Whether a strong candidate gets an offer in three weeks or six shouldn't depend on who's running the search. You automate the repetitive parts of the process and bring time-to-hire down across the org while keeping the bar where it belongs.
• The candidate and hiring manager experience. A fast, clear, respectful process that candidates rate highly and hiring managers trust, and that gets strong people to say yes at target comp.

You'll partner with leaders across Product Engineering, Underwriting, Market Leads, and our business functions. We're an in-person team based in San Francisco.

This is a builder role. Your success is measured by who joins Stand, how fast they join, and how well they perform once they're here.

What you'll build

• First 30 days: Calibrate with every hiring manager on your open roles, get self-sourced pipelines running across your full req load, and ship the first role scorecards.
• First 3 months: Hold and close 12-15 complex, specialized, and leadership reqs at once, each with an active self-sourced pipeline and hires that hiring managers rate as strong. Every search draws from a broad, inclusive candidate pool built through outbound sourcing.
• First 6 months: Cut average time-to-hire by 20%. Make direct outreach, LinkedIn Recruiter, and referrals the source of 85%+ of hires. Have 5+ standardized scorecards and interview panels in use, with 90%+ hiring-manager satisfaction and a 4.5/5 candidate-experience rating.

Core competencies (Required)

• 5+ years running full-cycle recruiting end to end, from sourcing through close, across technical, insurance, and business roles.
• Proven in-house sourcing: you find and engage strong passive candidates directly, without relying on agencies or external sourcers.
• Experience recruiting at growth-stage startups, holding 12-15 reqs and moving fast under ambiguity.
• A track record of driving time-to-hire down and cost-to-hire under benchmark while keeping durable pipelines for recurring roles.
• Hands-on use of automation and AI tools to run a high req load efficiently, from sourcing and outreach to scheduling and pipeline reporting. You've built or set up workflows yourself, not just used features someone else configured.
• The ability to build trust with engineering, product, and business leaders, calibrate fast, and stand up scorecards and interview panels with them.
• Consistent inclusive outbound sourcing that builds broad, high-quality candidate pools.

Nice-to-have skills

• Experience recruiting for insurance, underwriting, or other specialized or regulated functions.
• Strong closing skills that land top candidates at target comp with high candidate-experience ratings.
• Experience building a recruiting function from scratch or taking one in-house from agencies.

You're probably not a fit if

• Your recruiting experience relies mostly on agencies or external sourcers to fill the top of the funnel.
• You've mainly worked high-volume, standardized roles rather than complex, specialized, or leadership searches.
• You want a fully built recruiting function to plug into. For the first year, you'll be building the process as you run it.
• You'd rather run a desk than build the system that makes Stand's hiring repeatable.

Compensation

The annual base salary range for full-time employees in this position is $155,000 to $200,000 + meaningful Equity Grant.

Compensation decisions are dependent on several factors including, but not limited to, an individual's qualifications, location where the role is to be performed, internal equity, and alignment with market data.

Benefits:

• Above-market Health, Dental, and Vision coverage
• Weekly lunch stipend
• Flexible time off + holidays
• 401(k) plan
• Commuter benefits
• PAT & MAT Leave
• Short-Term and Long-Term Disability
• Monthly team gatherings
• In-office perks

AI in the Interview Process

Thoughtful use of AI tools is expected and valued at Stand. Candidates should be prepared to discuss how they use AI, how they evaluate its output, and how it informs their work. Strong communication, sound judgment, and the ability to clearly articulate experience and decision-making remain core requirements.

Some parts of the interview process are designed to assess independent thinking, communication, and problem-solving. If you plan to use an AI assistant or LLM during any portion of an interview, please discuss it with your interviewer in advance.

Work Authorization

Candidates must be authorized to work in the U.S. Stand does not sponsor new work visas. We can consider candidates on TN visas, O-1A visas, or H-1B transfers with three years or more remaining.