Talent Sourcer / Junior Recruiter

Sharp Performance exists so that everyone who answers the call has someone in their corner who has walked in their shoes.

We help first responders and their spouses thrive through confidential coaching from people with similar lived experience. Our coaches have carried the badge, worn the gear, or stood beside someone who did. Through our mobile platform, we connect law enforcement, firefighters, and other frontline professionals with coaches who understand the job because they have lived it.

We're early-stage and backed by amazing investors. The team is small enough that your work shows up in the rollout, the product, and the customer's experience within weeks. If building something that matters alongside people who hold a high standard sounds better than a safe seat somewhere else, come build it with us.

We’re hiring a Candidate Sourcer / Junior Recruiter to own the top of our hiring funnel. This role reports to our Senior Recrutier.

Sharp is building sales coverage across 17 territories while also hiring for G&A and R&D roles. You will find, engage, and screen the candidates who fill those pipelines. Our senior recruiter will focus on closing candidates and partnering with hiring managers. You make sure every req has a strong, steady flow of qualified people behind it.

You will work closely with recruiting, hiring managers in Sales, G&A, and R&D, and our Talent Coordinator.

This role is Remote, with occasional travel to Carlsbad, CA as the work requires.

• Sales territory pipelines: Build and maintain candidate pipelines for Sales. Map talent by region so we are ready before a territory opens.
• G&A and R&D sourcing: Source for open roles in finance, operations, people, product, and engineering. Learn what each role needs and find the people who fit it.
• Outreach: Write and run personalized outreach on LinkedIn, email, and other channels. Test messages, track what works, and improve response rates over time.
• Screening: Run first-round phone screens, assess fit against clear criteria, and pass strong candidates forward with crisp notes.
• Pipeline reporting: Keep every sourced candidate accurate in our ATS. Report weekly on pipeline health by territory and req.
• Recruiting partnership: Hand qualified candidates to our senior recruiter for closing and hiring-manager work. Share market insights that shape how we hire.

Two numbers define success in this role. You will set the targets with your manager in your first 90 days and own them after that:

• Pipeline coverage. Qualified candidates in process for every open req, with coverage reported by sales territory and by G&A and R&D role. Reported weekly, with a plan for every req below target.
• Pipeline quality. Outreach response rate, the share of your screened candidates who advance to hiring-manager interviews, and the number of hires you sourced.

This role is not for everyone. You will thrive if you:

• Have 1–3 years of sourcing, recruiting, or agency experience.
• Have sourced for sales roles across multiple regions, and can show how you built pipeline quickly.
• Know your way around LinkedIn Recruiter, Boolean search, and an ATS such as Rippling or Ashby.
• Write outreach that sounds like a person, not a template.
• Track your own numbers and change your approach when the data says something isn’t working.
• Prefer ownership over supervision.
• Care deeply about serving those who serve others.

Sharp is a small, fast-growing team, and our success starts with the people doing the work. The package is built to support your health, your finances, and your growth:

• Comprehensive medical, dental, vision, life, and disability insurance for you and your family.
• Flexible PTO to recharge and perform at your best.
• Competitive salary and meaningful equity. We are offering up to $70k a year for this role.
• 401(k) with company match.
• Unlimited access to the Sharp Performance platform and our coaches.
• A clear path to a full-cycle recruiter role as the team scales.