Sr. Recruiter

Own end-to-end talent acquisition at Cents, building the hiring engine from process to recruiting stack.

Responsibilities

• Define the end-to-end hiring process at Cents, from intake through offer, and align leadership on stage-by-stage expectations.
• Design structured interview loops per role family, including interviewer assignments, what each stage assesses, and decision criteria.
• Replace subjective decisions with scorecards and clear debriefs.
• Set up and own recruiting tooling, including the ATS, job templates, sourcing channels, and scheduling.
• Own hiring metrics and tracking, including time to fill, pass-through rates, source quality, and offer acceptance.
• Build reusable playbooks for repeatable hiring: intake templates, interview guides, reference steps, and the offer process.
• Run kickoff and intake sessions with hiring managers to agree on a real profile before search execution.
• Train interviewers on structured interviewing, stronger question design, bias avoidance, and high-signal feedback.
• Facilitate pre-briefs and debriefs throughout the process, push for decisions, and coach through complex situations (split panels, competing offers).
• Partner closely with executives and hiring managers to improve hiring outcomes.
• Provide data-backed pushback on unrealistic profiles, unclear ownership, or slow feedback based on market data and pipeline evidence.
• Own candidate experience end to end, ensuring momentum from first touch through first day and preventing candidate drop-off.
• Partner with the VP of People and CFO on workforce planning and comp benchmarking, and connect hiring to onboarding and performance.
• Run full-cycle searches across Engineering, Product, Sales, Customer Success, and G&A, including senior and leadership roles.
• Source proactively by building pipelines through outbound outreach, referrals, and community.
• Handle screening, scheduling, and closing, including compensation conversations, offers, and negotiation.
• Communicate the Cents story in a way that resonates with candidates interested in modernizing an overlooked industry.
• Build AI-powered recruiting workflows to automate repeatable steps like sourcing lists, first-touch outreach, scheduling, and interview note synthesis.
• Choose, implement, and train the team on the recruiting stack, owning it end to end.
• Use time saved from automation to raise the bar on non-automatable work such as judgment, relationships, and closing.

Requirements

• 6+ years of full-cycle recruiting with in-house experience at a high-growth startup (Series A through C preferred).
• Experience hiring across multiple functions, not only one org.
• Experience building recruiting infrastructure: standing up or rebuilding hiring processes, interview frameworks, or an ATS from scratch.
• Demonstrated influence with senior leaders, including examples of changing executive minds using evidence and relationships.
• Strong sourcing skills with the ability to build pipelines for hard roles without relying on inbound.
• Comfort with recruiting data, including understanding funnel metrics and explaining them to a CFO.
• Ownership mindset: runs toward ambiguity and follows through.
• Clear, warm communication with candidates and colleagues.

Technologies

• ATS
• AI-powered recruiting workflows
• Ashby
• Greenhouse
• Lever
• LinkedIn Recruiter

Benefits

• Equity Options
• Unlimited PTO and 12 Paid Holidays
• Gym, Laundry and Work-from-home/Commuter stipend
• Parental leave: up to 14 weeks fully paid for new parents
• Health benefits including medical, dental, vision, mental health support, parental leave, life and AD&D insurance, and disability
• 401(k)

Nice to Haves

• Experience recruiting for vertical SaaS, SMB-focused software, or sales-heavy organizations.
• Hands-on experience with Ashby, Greenhouse, or Lever, and LinkedIn Recruiter.
• Exposure to People operations beyond recruiting (onboarding, comp, or performance).

Location: New York, NY (onsite)

Salary: USD 110,000 - 140,000 per year