Senior Recruiter

Blee; New York (NY); Hybrid; USD 120,000 - 170,000; Full time

Benefits offered by this job

Equity package

Bi-annual get-togethers

Medical, dental, and vision insurance

OneMedical (US Only)

Life insurance (US Only)

401k + matching (US Only)

Flexible time off

Learning opportunities

Job summary

Blee is hiring its first dedicated Senior Recruiter to own hiring end to end for our engineering and GTM teams. You will run the full cycle from sourcing touch to the signed offer, and build the process and data that make our hiring predictable.

You will report to the Head of Talent & People and work directly with the CEO, engineering, sales, and hiring managers on every role you own. We value clarity, ownership, and shared responsibility while building scalable processes.

Qualifications

• 8+ years in recruiting, with 5+ years owning full cycle hiring for technical and GTM roles at a B2B SaaS company or high-growth startup.
• Proven track record filling senior roles on tight timelines with measurable results.
• Experience with AI tools in recruiting and a clear POV on where they help.
• Experience running an applicant tracking system; Ashby experience is a must.

Responsibilities

• Own full cycle hiring: Run intake calibration with hiring managers, then own sourcing, screening, interview loops, offers, and close for engineering and GTM roles.
• Source proactively: Build pipeline through outbound, referrals, networks, and communities, not only inbound applicants. Use AI tools to find, research, and prioritize candidates faster.
• Own the candidate experience: Every touchpoint from first reply to day one should feel fast, clear, and respectful. Every candidate gets timely updates and real feedback, including the ones we decline.
• Run the process: Set up interview loops, scorecards, calibration sessions, and decision timelines with hiring managers so the process moves without chasing.
• Close: Lead compensation conversations within band with the Head of Talent & People, handle objections, and win candidates against competing offers.
• Advise hiring managers: Push back on unclear job reqs, unrealistic timelines, and slow feedback. Tell managers what the market looks like before they find out the hard way.
• Build the data layer: Define and track funnel metrics like source mix, stage conversion, time to fill, time to offer, offer acceptance rate, and candidate satisfaction.
• Build with AI: Use LLMs and automation for sourcing, outreach, screening, scheduling, and reporting. Know where they produce bad output and where human judgment has to stay in the loop.
• Help define the function: Build the playbooks, templates, and tooling stack. What you build here is what the next recruiters inherit.

Skills

Closer

Data minded

AI fluent

Process builder

Candidate obsessed

Technically literate

Tools

Ashby

ATS configuration

Job description

Why Blee:

Blee is an AI-first marketing content compliance platform. PayPal, NerdWallet, and Brex already trust us. We're YC-backed, founded by an ex-Adobe marketing ops leader and former lawyer, and we're defining a category that didn't exist two years ago—across Fintech, Financial Services, CPG, Travel, and Life Sciences..

With offices in San Francisco and New York, we value in-person work but offer remote-opportunities for the right people. No matter where you join us, you can expect quarterly off‑sites and opportunities to join other offices when you feel it’s important. You’ll be joining a team that values clarity, ownership, and shared responsibility—and is focused on building something that genuinely improves how teams work.

The Role

Blee is hiring its first dedicated Senior Recruiter to own hiring end to end for our engineering and go to market (GTM) teams. You will run the full cycle from the first sourcing touch to the signed offer, own the candidate experience from first reply to day one, and build the process and data that make our hiring predictable. You will report to the Head of Talent & People and work directly with the CEO, engineering, sales, and hiring managers on every role you own.

Our hiring is growing faster than our process. You are the person who turns that into a system we can measure and improve.

What You’ll Do

• Own full cycle hiring: Run intake calibration with hiring managers, then own sourcing, screening, interview loops, offers, and close for engineering and GTM roles. You are accountable for role outcomes, not just activity.
• Source proactively: Build pipeline through outbound, referrals, networks, and communities, not only inbound applicants. Use AI tools to find, research, and prioritize candidates faster.
• Own the candidate experience: Every touchpoint from first reply to day one should feel fast, clear, and respectful. Every candidate gets timely updates and real feedback, including the ones we decline.
• Run the process: Set up interview loops, scorecards, calibration sessions, and decision timelines with hiring managers so the process moves without chasing.
• Close: Lead compensation conversations within band with the Head of Talent & People, handle objections, and win candidates against competing offers.
• Advise hiring managers: Push back on unclear job reqs, unrealistic timelines, and slow feedback. Tell managers what the market looks like before they find out the hard way.
• Build the data layer: Define and track funnel metrics like source mix, stage conversion, time to fill, time to offer, offer acceptance rate, and candidate satisfaction. Turn them into a weekly view leadership can act on.
• Build with AI: Use LLMs and automation for sourcing, outreach, screening, scheduling, and reporting. Know where they produce bad output and where human judgment has to stay in the loop.
• Help define the function: Build the playbooks, templates, and tooling stack. What you build here is what the next recruiters inherit.

Who You Are

• A closer: You have owned offers, you can read hesitation in a candidate’s voice, and you know how to resolve it.
• Data minded: You measure your own funnel and change your approach when the numbers say to.
• AI fluent: You have built a workflow, prompt, or agent that removed real recruiter hours, and you can explain where it failed.
• A process builder: You have stood up or substantially rebuilt a hiring process, not only run someone else’s.
• Candidate obsessed: You treat every candidate as a future customer, referrer, or hire, including the ones who don’t get an offer.
• Technically literate: You can hold a real conversation with an engineer about the stack and with a sales leader about quota and territory.
• Comfortable being first: No playbook, no predecessor, and a lot of latitude to decide how this works.

Requirements

• 8+ or more years in recruiting, including at least 5 years owning full cycle hiring for technical and GTM roles at a B2B SaaS company or high growth startup
• A track record of filling senior roles on tight timelines, with hiring metrics you can walk us through
• Evidence of process or data work: dashboards, funnel reporting, ATS configuration, or a process you rebuilt with measurable results
• Hands on experience with AI tools in recruiting, with a clear point of view on where they help and where they don’t
• Experience running an applicant tracking system. Ashby experience is a must, since that is what we use
• Ability to sell the company to senior candidates while holding a firm line on compensation

How We Work:

We have offices in New York and San Francisco and value in-person collaboration, but we're open to remote for the right person. Wherever you're based, expect bi-annual off-sites and the chance to spend time in our other offices when it matters.

What You’ll Get:

• Competitive salary and equity package
• Bi-annual get-togethers
• Fully paid medical, dental, and vision insurance
• Free access to OneMedical (US Only)
• Company-paid life insurance (US Only)
• Company-sponsored 401k + matching (US Only)
• Flexible time off (with mandatory 15 days off)
• Financial support for work-adjacent learning opportunities

Blee is an equal opportunity employer and does not discriminate on the basis of race, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition, or any other basis protected by law.

For roles based in the US, applicants must have authorization to work for any employer. We are unable to sponsor or take over sponsorship of an employment Visa at this time