Sr. Recruiter

Define what the Cents hiring process should look like, stage by stage, from intake to offer, and get leadership aligned on it.

Design structured interview loops for each role family: who interviews, what each stage assesses, and how we decide. Replace gut calls with scorecards and clear debriefs.

Set up and own the tooling: the ATS, job templates, sourcing channels, scheduling, and the hiring metrics we track (time to fill, pass-through rates, source quality, offer acceptance).

Build the playbooks that make hiring repeatable: intake templates, interview guides, reference and offer processes, and a candidate experience we'd be proud to go through ourselves.

Run kickoff and intake sessions with hiring managers that get to a real, agreed-upon profile before the search starts.

Train interviewers on how to run a structured interview, ask better questions, avoid bias, and write feedback that helps the team decide.

Stay in the room through the whole process: facilitating pre-briefs & debriefs, push for decisions, and coach through tough calls like a split panel or a competing offer.

Build trusted partnerships with our executives and hiring managers.

Bring a point of view. Push back on unrealistic profiles, unclear ownership, or slow feedback, and back it with market data and pipeline evidence.

Own candidate experience from first touch to first day. Keep momentum in every search and never let a great candidate go quiet.

Partner with the VP of People & CFO on workforce planning, comp benchmarking, and how hiring connects to onboarding and performance.

Carry roles across engineering, product, sales, customer success, and G&A, including senior and leadership searches.

Source proactively & build pipelines through outbound, referrals, and community.

Screen, schedule, close. Run compensation conversations, offers, and negotiate with confidence.

Tell the Cents story in a way that lands. We're modernizing an industry most people overlook, and the right candidates find that exciting once they understand it.

Build AI-powered recruiting workflows that automate the repeatable parts of the job, such as sourcing lists, first-touch outreach, scheduling, and interview note synthesis, so your time goes to candidates and hiring managers.

Pick the tools, set them up, and teach the team how to use them well. You'll own the recruiting stack end to end.

Use the time you win back to raise the bar on the parts that can't be automated: judgment, relationships, and closing.