4+ years of full-cycle recruiting experience, preferably in-house at a startup
Proven success in closing challenging searches, including tech and senior leadership roles
Strong sourcing skills demonstrated through pipelines built from scratch
Excellent writing and communication skills to engage candidates effectively
Highly organized with the ability to manage multiple searches simultaneously
Good judgment in evaluating candidates as the first filter for hires
Desire to grow into a leadership role within the talent function
Responsibilities
Run full-cycle recruiting for diverse roles across engineering, GTM, clinical, and operations
Source proactively, focusing on candidates not using job boards
Collaborate with the CEO and hiring managers to define roles and assess candidate quality
Manage the Applicant Tracking System (ATS), ensuring quality control in the interview process
Develop structured interviews, scorecards, and referral programs to streamline hiring
Effectively communicate the Hike story to attract top talent from competitive markets
Oversee relationships with recruitment agencies, hiring as needed
Benefits
Opportunity to be the first talent hire at a funded startup
Direct collaboration with company founders on key hiring decisions
Unique selling proposition focused on AI and healthcare within a modern manufacturing setting
Clear advancement trajectory from Talent Lead to Head of Talent
Attractive compensation package including equity and comprehensive benefits
Full Job Description
The role
You will be our first dedicated talent hire. You own recruiting end to end: sourcing, pipeline, process, closing, and candidate experience. Today that means being a full-cycle recruiter with your hands on every search. As we grow, this role grows into our recruiting leader, building and managing the talent function. Fun Fact: we've only had 2 offers declined in the history of Hike, over 75+ hires.
We hire across very different worlds: engineers and designers in SF, sales and clinical roles nationally, and manufacturing talent in Peoria. You will learn to recruit for all of them.
What you will do
Run full-cycle recruiting for open roles across engineering, GTM, clinical, and operations
Source relentlessly. The best people we hire will not apply through a job board.
Partner directly with the CEO and hiring managers to scope roles, calibrate bars, and close candidates
Own the ATS (Ashby), pipeline metrics, and interview process quality
Build the machinery: structured interviews, scorecards, referral programs, employer brand
Tell the Hike story well enough that a staff engineer at a hot AI company takes your call
Manage agencies and contract recruiters when searches call for them
Over time, hire and lead recruiters as headcount demands grow
What we need
4+ years of full-cycle recruiting, with meaningful time in-house at a startup
You have closed hard searches yourself: technical roles, senior leaders, or competitive markets
Sourcing is a strength, not a chore. You can show pipelines you built from cold outreach.
Strong writer and communicator. Candidates should leave every touchpoint more excited than they arrived.
Organized enough to run 6+ searches at once without dropping candidates
Judgment on people. You will be the first filter on everyone who joins this company.
Ambition to lead. This role becomes Head of Talent as we scale.
In person in San Francisco
Why this role
First talent hire at a company that just raised $22M and is in full growth mode
Direct partnership with the founders on every key hire
A genuinely differentiated story to sell: AI, healthcare, and a 65,000 sq ft factory that 3D prints medical devices
Clear path from Talent Lead to Head of Talent
Competitive comp, meaningful equity, full benefits
