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Strong employer brand, common recruiter title, and mid-level (3+ years) experience increase competition.
Recruiting skills transfer broadly but G&A and CX leadership specialty increases domain sensitivity.
Explicit 3+ years full-cycle and domain-specific hiring requirements create moderate shortlist filters.
Own end-to-end recruiting for lower-volume, higher-complexity roles in G&A, Customer Service leadership, and new/emerging verticals without standardized hiring playbooks.
Advise hiring managers and senior stakeholders on market realities, leveling, and hiring strategy while retaining full ownership of candidate assessment and final decisions.
Identify opportunities to scale repeatable hiring work into the centralized, AI-driven Platform Hiring Team and collaborate on transitions and workflow improvements.
Minimum 3 years of full-cycle recruiting experience, ideally in G&A, Customer Service leadership, or new market/business line hiring.
Experience using AI-enabled recruiting tools for sourcing, screening, and scheduling but with judgment retained on fit and leveling.
Proven ability to manage complex, bespoke recruitment processes outside of high-volume ATS workflows.
English proficiency in both verbal and written communication.
Experienced in recruiting for complex, senior, or first-of-their-kind roles where no existing hiring template exists.
Comfortable working autonomously in ambiguous, fast-paced environments and building recruitment processes from scratch where needed.
Data-aware and consultative, able to communicate hiring performance and advise senior leaders with market evidence.