Recruiter

We’re looking for a recruiting generalist to make G&A hiring a repeatable engine. As priorities shift, you’ll also support our GTM and post-sales teams.

Meter doubles its customer base every year. Our finance, legal, and people teams have to scale just as fast. The people they hire in the next year will shape how Meter runs for the next decade.

Our general counsel and head of people built strong foundations. You’ll work directly with them to build out their teams: define each role, find the people, and close them.

In six months, you’ll have closed our most important G&A hires, mostly through your own sourcing and referrals. G&A leaders will always know where their searches stand, and each function will have a calibrated interview playbook.

We’ll also measure:

• Quality: Hiring managers would rehire your hires without hesitation, and 90% or more are still here after a year.

• Velocity: Time-to-hire drops by 20%, with an offer acceptance rate of at least 80%.

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  Map the talent market for a niche role, like compensation or commercial counsel.

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  Reach out to people who aren’t looking and give them a reason to take the call.

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  Sit down with a G&A leader hiring for a role that’s new to their team, and define what great looks like together.

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  Use hiring managers and references to tell a good controller from a great one.

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  Keep senior candidates engaged through long, deliberate processes.

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  Close offers against later-stage and public companies by selling equity, mission, and scope.

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  Lead pipeline reviews with G&A leaders and send out the monthly hiring numbers.

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  Pick up a GTM or post-sales req when priorities shift, without letting G&A searches slip.

• You’ve run full-cycle searches across finance, legal, and people, including senior hires.

• You go down rabbit holes to find people no one else has found.

• You hold the bar, even when a hiring team is ready to settle.

• You close candidates other companies assume are out of reach.

• You run structured processes that help hiring teams decide with conviction.

• Bonus: You’ve also hired for sales, marketing, or technical operations roles.

• Have mostly worked from inbound applications.

• Need a tightly defined scope or don’t like getting dirt under your fingernails.

• Would rather stay in your lane.

• Want a manager to tell you what to work on, or prefer strategizing from the sidelines.

• Are looking for a quick timeline to an exit.

• Prefer working remotely.