Own end-to-end hiring at Strella and build the recruiting engine as the Go-to-Market team scales.

Run full-cycle searches from intake through signed offer for roles across Go-to-Market (Customer Success, Sales, Marketing) and Engineering
Partner with hiring managers to define each role’s scorecard and interview plan before sourcing begins
Close candidates by communicating Strella’s story, traction, and equity opportunity
Source primarily through outbound efforts using tools and channels such as LinkedIn Recruiter, Clay, sequencing tools, referrals, and your network
Maintain a warm bench of talent to move quickly when new roles open
Evaluate candidates on business-relevant outcomes, including quota attainment, deal size, sales motion, and retention outcomes
Build the hiring process from scratch, including structured interviews, scorecards, take-home exercises, debriefs, and offer approvals
Own the Ashby ATS and reporting for time-to-fill, pass-through rates, and source quality
Deliver a candidate experience that is fast, organized, and personal, treating the process as part of selling the role
Work directly with founders and GTM leaders on headcount planning, leveling, and compensation
Advise hiring managers on market conditions and candidate expectations, including how to win competitive offers
Shape how Strella recruits as the company grows, including employer brand, referral programs, and eventually technical hiring

Experience building recruiting processes where none existed, with comfort starting from a blank page
Proactive sourcing mindset, not dependent on inbound
Understanding of how GTM teams operate and ability to distinguish strong AEs from candidates who performed only during hot markets
Trust-building with both candidates and hiring managers, with a focus on getting the hire right
High ownership and speed, including willingness to roll up your sleeves
4–8 years of recruiting experience, including at least 2 years in-house at a venture-backed B2B SaaS or AI company
Demonstrated track record closing GTM hires such as AEs, SDRs/BDRs, CSMs, solutions engineers, and marketers, ideally 15+ per year
Early or founding recruiter experience at a Seed to Series C startup, or experience supporting hypergrowth scaling
Fluency with modern sourcing tools including LinkedIn Recruiter, Clay, Gem or similar, and an ATS such as Ashby

Founding Recruiter

Job Description