Talent Acquisition Partner

Own full-cycle recruiting for Engineering and GTM 

• Drive end-to-end recruiting for software engineers, AEs, SDRs, Sales Managers, and Business Operations roles — from kickoff call to signed offer 

• Partner with hiring managers to define what great actually looks like for each role and hold the process accountable to that bar 

• Keep 8–12 open reqs moving simultaneously without letting candidates or hiring managers go dark 

Build pipelines before you need them 

• Source senior engineers and quota-carrying GTM talent through LinkedIn, GitHub, niche communities, referrals, and direct outreach — not just inbound 

• Write outreach that earns a reply because it is specific and human, not because it hit a hundred inboxes 

• Maintain warm pipelines for recurring roles so we are never starting from scratch mid-quarter 

Own our recruiting infrastructure 

• Configure and continuously improve our Lever ATS — pipeline stages, automations, scorecards, offer templates, integrations, and reporting 

• Maintain our job description library so every JD is current, accurate, and inclusive 

Use data to drive improvement 

• Track time-to-fill, source quality, pipeline conversion, and offer acceptance rates and use those numbers to make real decisions 

• Bring market intel and compensation benchmarks to leadership so they have an honest picture of what it takes to hire right now 

• Represent Ubiquity well at every touchpoint 

• Build a candidate experience that is warm, clear, and respectful — a direct reflection of how we treat people as a company 

• Support our employer brand on LinkedIn and Glassdoor and help candidates understand what Ubiquity is building and why it matters 

Required 

• 5 to 8 years of full-cycle recruiting experience at a technology company — SaaS, fintech, or a similarly fast-moving environment 

• Proven experience recruiting software engineers in competitive markets — not just reviewing inbound, but finding and closing people who were not looking 

• Experience recruiting GTM talent: AEs, SDRs, Sales Managers, or equivalent commercial roles 

• Hands-on Lever experience — you have owned the configuration, not just used the tool 

• Sourcing skills that go beyond LinkedIn Recruiter; you know how to find the people who are not on job boards 

• Communication range to run a technical debrief with engineers and a compensation conversation with a VP Sales in the same afternoon 

• High organizational discipline — no dropped follow-ups, no candidates lost to silence, and hiring managers kept accountable without being burned out 

• Comfort operating independently in a fully remote environment where priorities shift and the org is still evolving 

Nice to Have 

• You have been a first or solo recruiter at a startup and know what it means to build process from scratch 

• Familiarity with compensation benchmarking tools such as Pave or Levels.fyi 

• Experience with DEI-focused sourcing strategies and inclusive job description practices 

• Background building and delivering interviewing related training  

• Background working at a high-growth startup or scaling tech organization 

Benefits   

• 100% Remote 

• Comprehensive medical, dental, and vision coverage 

• Flexible PTO policy  

• Equity participation 

• Home office setup stipend  

• Inclusive, collaborative team culture