Full-Cycle Recruiter

Fragment; San Francisco (CA); On-site; USD 120,000 - 180,000; Full time

Job summary

Fragment is hiring a generalist talent operator to design and execute sourcing and recruiting processes. You'll partner with Head of Talent, founders, and hiring managers to attract top talent globally while staying aligned with the company's pace.

This is the second talent hire, so you’ll shape processes, run searches across backend engineering, GTM, and finance roles, and ensure a fast, high-quality candidate experience.

Qualifications

• 3-8 years of full-cycle recruiting experience at a high growth company.
• Experience building pipelines from scratch and targeted sourcing on niche roles.
• Ability to persuade passive candidates and close offers with strong communication.
• Organized, proactive, and able to manage multiple searches with updates.

Responsibilities

• Run searches across engineering, GTM, and finance as needed in a generalist role.
• Partner with Head of Talent and hiring managers to shape recruiting processes.
• Design scalable recruiting systems to support hiring at scale.

Skills

Full-cycle recruiting

Talent sourcing

Outbound selling

Candidate management

Stakeholder coordination

Tools

ATS

Job description

About Fragment

Fragment is the AI platform that autonomously streamlines procurement workflows end to end. Within a few months of launch, we signed Fortune 500 companies. Within a year of founding, our customers, all $1B+ revenue enterprises, continue to grow in number and are actively championing us to their networks, and our marketing and CAC to get here has been $0.

This traction is why hiring is now the constraint on everything else.

We work from our San Francisco office five days a week. Being in the room together is how we move blazingly fast at "Fragment Pace". You'll work with a team of passionate builders, sharp operators, and most importantly kind, thoughtful humans who are here to reimagine the systems underlying the movement of physical goods and build a generational company.

The role

You'll be the second talent hire at Fragment. This is a strategic operator role, where you'll bring sharp opinions on how to design our systems and processes in order to attract the best talent in the world, while executing sourcing and recruiting processes flawlessly. While opinionated, you're low ego and execute based on what's best for the team.

This is a generalist seat. You may come from a technical or a go-to-market background, and either is welcome, but you'll be expected to flex outside your comfort zone quickly. In a given week you might run a backend engineering search, a first-sales-hire search, and a finance req at the same time.

You'll partner directly with the Head of Talent, hiring managers, founders, and you'll have real latitude to shape how we hire.

What we're looking for

• 3-8 years of full-cycle recruiting experience at a high growth company
• You've seen recruiting done well at a company with a high talent bar and value tight operational execution
• Targeted sourcing on niche, challenging searches: you can show us pipelines you built from scratch, not just reqs you managed; and you have been doing the top of funnel work
• Outbound selling. You're able to convince passive candidates to take a call, and you have lived experience winning in competitive offer situations
• Comfort recruiting outside your core function, and ability to get up to speed fast on new roles
• Strong judgment on candidates: you hold a high bar and can defend a no as clearly as a yes
• You write well and move fast; candidates hear from you the same day, not the next week
• Organized and proactive. You're able to juggle many searches at once and share updates proactively to keep everything on track
• You're a big picture thinker who can dive into the details with ease, passionate about recruiting craft and candidate experience, and want to build the best internal systems to support hiring at scale
• You hold yourself to an exceptionally high standard and cannot work any other way; this is just how you're wired

Bonus points

• Depth in technical hiring (infra, ML, research) or in early GTM hiring (first AEs)
• Employer brand or candidate-marketing work — content, events, referral programs
• You care about keeping ATS data clean and building systems to manage this at scale
• You keep a close eye on your recruiting metrics and may have come up with your own metrics that typically aren't tracked by recruiting teams
• You love building and may have vibe coded some recruiting tools in your free time (please share!)