Senior Recruiter

Cents; New York (NY); A distancia; USD 120.000 - 180.000; Jornada completa

Ventajas ofrecidas por este puesto de trabajo

Equity

Unlimited PTO

Remote-first with offices in NYC & SF

Health benefits

401(k)

Work-from-home stipend

Descripción de la vacante

Cents is seeking its first dedicated recruiter in New York to own talent acquisition end to end, building the hiring system that will scale with the company.

You will run full-cycle searches across the company and build structured interview loops that predict performance, align leaders on profiles, and design a candidate experience that makes people want to say yes.

Formación

• 6+ years of full-cycle recruiting in a high-growth startup.
• Experience building or rebuilding a recruiting process or ATS.
• Ability to influence senior leaders with evidence and relationships.
• Sourcing chops to build pipelines for hard-to-fill roles.
• Comfort with data and funnel metrics; able to explain to CFO.
• Experience recruiting for vertical SaaS, SMB software, or sales-heavy teams.
• Hands-on with top recruiting tools and candidate experience ownership.
• Exposure to People operations beyond recruiting.

Responsabilidades

• You’ll be the first dedicated recruiter at Cents and own talent acquisition end to end.
• You’ll run full-cycle searches across the company and build the hiring system.
• You’ll design hiring strategy, adopt interview loops, and ensure strong manager interview capability.
• You’ll run structured interviews, with scorecards and debriefs.
• You’ll own tooling, templates, sourcing channels, scheduling, and metrics.
• You’ll create playbooks for intake, interviews, references, and offers.
• You’ll train interviewers, facilitate decisions, and coach through tough offers.
• You’ll partner with VP People & CFO on workforce planning and comp benchmarking.
• You’ll source proactively and build pipelines through outbound and referrals.

Conocimientos

Full-cycle recruiting

Hiring process design

Executive stakeholder influence

Sourcing pipelines

Data-driven hiring

Ownership & initiative

Structured communication

Vertical SaaS recruitment

ATS/CRM tooling (Ashby, Greenhouse, or

Herramientas

Ashby

Greenhouse

Lever

LinkedIn Recruiter

Descripción del empleo

Who you are

• 6+ years of full-cycle recruiting, with experience in-house at a high-growth startup (Series A through C is the sweet spot). You've hired across functions, not just one
• You've built before. You've stood up or rebuilt a hiring process, interview framework, or ATS from scratch, and you can tell us what you'd do differently now
• Real influence with senior leaders. You have examples of changing an executive's mind about a profile, a process, or a candidate, and you did it with evidence and relationships rather than escalation
• Strong sourcing chops. You can build a pipeline for a hard role without waiting for inbound
• Comfort with data. You know your funnel numbers, you use them to diagnose problems, and you can explain them to a CFO
• Ownership. You run toward ambiguity, you follow through, and you'd rather ship a good process this month than a perfect one next quarter
• Clear, warm communication with candidates and colleagues alike. People should feel better about Cents after every conversation with you
• Experience recruiting for vertical SaaS, SMB-focused software, or sales-heavy orgs
• Hands-on experience with Ashby, Greenhouse, or Lever, and with LinkedIn Recruiter
• Exposure to People operations beyond recruiting, such as onboarding, comp, or performance

What the job involves

• You’ll be the first dedicated recruiter at Cents, and you’ll own talent acquisition end to end
• That means you’ll be running full-cycle searches across the company and building the hiring system that Cents will use for years
• You’ll have the opportunity to build a hiring strategy into a real process: a clear definition of what great hiring looks like here, interview loops that predict performance, managers who know how to interview, and a candidate experience that makes people want to say yes
• You’ll design it, get leaders to adopt it, and then run it every day
• You’ll report to the VP of People and partner directly with leaders across the company on their most important hires
• Our leaders care deeply about who joins Cents and they’re eager for a partner who can bring structure, insight, and momentum to how we hire
• The recruiter who thrives here is the one who brings a point of view, grounds it in data, and takes the initiative to move things forward
• You’ll help shape how this company grows, and you’ll see the impact of your work in every team you help build
• Define what the Cents hiring process should look like, stage by stage, from intake to offer, and get leadership aligned on it
• Design structured interview loops for each role family: who interviews, what each stage assesses, and how we decide. Replace gut calls with scorecards and clear debriefs
• Set up and own the tooling: the ATS, job templates, sourcing channels, scheduling, and the hiring metrics we track (time to fill, pass-through rates, source quality, offer acceptance)
• Build the playbooks that make hiring repeatable: intake templates, interview guides, reference and offer processes, and a candidate experience we’d be proud to go through ourselves
• Run kickoff and intake sessions with hiring managers that get to a real, agreed-upon profile before the search starts
• Train interviewers on how to run a structured interview, ask better questions, avoid bias, and write feedback that helps the team decide
• Stay in the room through the whole process: facilitating pre-briefs & debriefs, push for decisions, and coach through tough calls like a split panel or a competing offer
• Build trusted partnerships with our executives and hiring managers
• Bring a point of view. Push back on unrealistic profiles, unclear ownership, or slow feedback, and back it with market data and pipeline evidence
• Own candidate experience from first touch to first day. Keep momentum in every search and never let a great candidate go quiet
• Partner with the VP of People & CFO on workforce planning, comp benchmarking, and how hiring connects to onboarding and performance
• Carry roles across engineering, product, sales, customer success, and G&A, including senior and leadership searches
• Source proactively & build pipelines through outbound, referrals, and community
• Screen, schedule, close. Run compensation conversations, offers, and negotiate with confidence
• Tell the Cents story in a way that lands. We’re modernizing an industry most people overlook, and the right candidates find that exciting once they understand it
• Build AI-powered recruiting workflows that automate the repeatable parts of the job, such as sourcing lists, first-touch outreach, scheduling, and interview note synthesis, so your time goes to candidates and hiring managers
• Pick the tools, set them up, and teach the team how to use them well. You’ll own the recruiting stack end to end
• Use the time you win back to raise the bar on the parts that can’t be automated: judgment, relationships, and closing

Benefits

• Equity
• Unlimited PTO and paid holidays
• Remote-first with offices in New York City and San Francisco
• Health benefits, including medical, dental, vision, mental health support, parental leave, life and AD&D insurance, and disability
• 401(k)
• Work-from-home and commuter stipends
• Laundry reimbursements to support our customers’ businesses
• Comprehensive training, learning, and development programming
• Access to hundreds of discounts and rewards from renowned vendors including deals on health & wellness, travel, dining, auto insurance, and so much more!