Founding Technical Recruiter (remote)

📋 Description

• • Own the entire recruiting lifecycle for Probook’s engineering, product, and design org—everything from intake with founders to closing offers—while working 100 % remote from anywhere in the world.
• • Partner daily with the CEO and leadership team to translate zero-to-one product roadmaps into aggressive hiring plans; you will be the single source of truth on market availability, compensation benchmarks, and closing strategies for every critical role.
• • Build and maintain a living, breathing talent map of the NYC (and global) startup ecosystem: who the best engineers, PMs, and designers are, where they work today, what motivates them, and how to get them excited about Probook’s mission.
• • Design and run creative sourcing campaigns that go far beyond LinkedIn—think founder-led Twitter threads, invite-only dinners, open-source contributions, niche Slack communities, and targeted side-project showcases—to surface the 0.1 % of candidates who thrive in high-intensity, ambiguous environments.
• • Craft hyper-personalized, high-touch outreach that converts passive talent at a 40 %+ response rate; obsess over every candidate touchpoint so that even rejected prospects become evangelists for the brand.
• • Run rigorous interview loops that balance speed with signal—coordinate technical deep-dives, product case studies, and culture-add conversations—while ensuring every interviewer is calibrated and every debrief ends with a clear hire/no-hire decision within 24 hours.
• • Build the foundational recruiting infrastructure: ATS selection and rollout, referral programs, offer-letter templates, closing playbooks, and diversity sourcing dashboards that will scale with the company from 5 to 500 employees.
• • Track funnel metrics obsessively (sends → replies → screens → onsite → offer → close) and iterate weekly; present a live dashboard to founders every Monday morning that shows pipeline health, bottlenecks, and next-week experiments.
• • Act as a talent advisor to founders on org design, leveling, compensation philosophy, and equity allocation so that each hire not only fills an immediate gap but also raises the bar for the next 50 hires.
• • Champion an exceptional candidate experience: schedule same-day feedback calls, send personalized swag, and host virtual coffee chats so that every finalist leaves the process feeling respected and energized—regardless of outcome.
• • Contribute to Probook’s external brand by ghost-writing founder posts, hosting AMAs in engineering communities, and speaking at meetups to ensure the company is top-of-mind for the best operators in the city.
• • Within your first 90 days, expect to close 3–5 mission-critical hires (senior engineers, staff PM, or principal designer) and lay the groundwork for a repeatable engine that will triple that pace in the following quarter.