Job description

SENIOR TECHNICAL RECRUITER Whop · Palo Alto, CA · In office · Full-time THE MISSION Whop is on a mission to deliver everyone a sustainable income. Today, 50,000 people make money on Whop every month, and Whop users are on track to earn more than $5 billion this year. We are building the infrastructure for the next generation of internet entrepreneurs, and we will keep going until one billion people earn money on Whop every month. THE ROLE The mission depends on the people building the product, and we need more of them. We are hiring a Senior Technical Recruiter to expand our engineering and design team. You will find exceptional people, convince them Whop is where they should do the best work of their careers, and bring them through a process that is fast, rigorous, and worth their time. This is not a role where you inherit a mature process and run it. You will build the sourcing engine, the interview loops, and the closing playbook, and you will help decide what great technical hiring looks like at Whop. The people you hire will shape the company we are becoming. WHAT YOU WILL OWN - Run full-cycle technical searches from intake to signed offer, with clear priorities, timelines, and measures of success - Build pipeline from zero. Most of our best hires won't come from applications, so you will find them, reach out in a way that gets replies, and make the case for Whop - Partner with engineering and design leaders as a peer: sharpen vague requirements, define what great looks like for each role, calibrate quickly, and hold the bar high without slowing down - Run a tight pipeline, knowing where every candidate stands, what is stuck, and why, and keeping feedback loops short and decisions fast - Close top candidates by understanding what each one actually cares about, handling competing offers well, and bringing people across the line - Design interview loops, scorecards, and evaluation criteria that produce clear, defensible hiring decisions - Build a candidate experience that makes top engineers and designers want to join, even when they are not actively looking - Use AI and automation to source faster, personalize outreach at scale, and remove manual work from the process - Track and report on pipeline health, conversion, time to hire, and offer acceptance so leaders get accurate answers quickly - Partner with the Chief People and Talent Officer to shape Whop's technical recruiting strategy as the team scales WHAT SUCCESS LOOKS LIKE In your first 90 days, you know every open technical role, hiring manager, and bottleneck. You have active outbound pipelines for priority roles and have made your first hires. Within six months, technical searches run on a consistent, fast process. Hiring managers trust your read on candidates, and top engineers and designers see Whop as a place they want to join. Within twelve months, you have hired a meaningful share of Whop's engineering and design team, sourcing and outreach run as a repeatable system, and the recruiting function is ready to add headcount as Whop grows. WHO YOU ARE - You have 4 to 6 or more years of technical recruiting experience, with at least 2 years of experience building from a series A, B, or C stage at a high growth start up - You have a track record of hiring strong engineers, and designers, primarily through outbound sourcing rather than inbound volume - Build differentiated talent strategies to attract and win with exceptional engineering talent - You have deep technical understanding to hold credible conversations about stacks, systems, and levels with candidates and hiring managers - You are known as "the closer" and have examples of where you competed and hired exceptional engineers - You use AI and automation as practical tools and can show where they made you faster or better - You are fluent in data and can turn a stalled search into a clear diagnosis and plan - You move quickly, follow up relentlessly, and do not let candidates go cold - You take full ownership, stay calm when priorities change, and fix broken processes without waiting to be asked - You care more about building an exceptional team than following a traditional recruiting playbook HOW WE WORK Whop is an in office company. Most of the team are former founders and entrepreneurs. We give people real agency, meaningful resources, and ownership of hard problems. We expect everyone to move fast, tell the truth, and improve every surface they touch. - Be technical. Your work should be correct, grounded in fact, and able to withstand scrutiny - Force function. Solve the root cause and make the system materially better - Disagree then commit. Debate hard before a decision, then execute together THE BAR We want someone who recruits with the speed, rigor, and technical quality of Whop itself. We care less about the exact titles you have held and more about who you have hired, how you found them, and whether the teams you helped build made their companies meaningfully better. WHAT WHOP OFFERS - Best in class cash compensation and meaningful equity. - A high trust environment with real ownership and direct access to company leaders - The chance to build the technical team behind a company defining how the next generation earns a living - Meals, wellness support, and office benefits designed for an in-person team EQUAL OPPORTUNITY Whop is an equal opportunity employer. We consider qualified applicants without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other status protected by law. If you need a reasonable accommodation during the hiring process, let us know.

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Must-haves

Whop · Palo Alto, CA · In office · Full-time
Run full-cycle technical searches from intake to signed offer, with clear priorities, timelines, and measures of success
Build pipeline from zero. Most of our best hires won't come from applications, so you will find them, reach out in a way that gets replies, and make the case for Whop
Partner with engineering and design leaders as a peer: sharpen vague requirements, define what great looks like for each role, calibrate quickly, and hold the bar high without slowing down
Run a tight pipeline, knowing where every candidate stands, what is stuck, and why, and keeping feedback loops short and decisions fast
Close top candidates by understanding what each one actually cares about, handling competing offers well, and bringing people across the line
Design interview loops, scorecards, and evaluation criteria that produce clear, defensible hiring decisions
Build a candidate experience that makes top engineers and designers want to join, even when they are not actively looking
Use AI and automation to source faster, personalize outreach at scale, and remove manual work from the process
Track and report on pipeline health, conversion, time to hire, and offer acceptance so leaders get accurate answers quickly
Partner with the Chief People and Talent Officer to shape Whop's technical recruiting strategy as the team scales
In your first 90 days, you know every open technical role, hiring manager, and bottleneck. You have active outbound pipelines for priority roles and have made your first hires.
Within six months, technical searches run on a consistent, fast process. Hiring managers trust your read on candidates, and top engineers and designers see Whop as a place they want to join.
Within twelve months, you have hired a meaningful share of Whop's engineering and design team, sourcing and outreach run as a repeatable system, and the recruiting function is ready to add headcount as Whop grows.
You have 4 to 6 or more years of technical recruiting experience, with at least 2 years of experience building from a series A, B, or C stage at a high growth start up
You have a track record of hiring strong engineers, and designers, primarily through outbound sourcing rather than inbound volume
Build differentiated talent strategies to attract and win with exceptional engineering talent
You have deep technical understanding to hold credible conversations about stacks, systems, and levels with candidates and hiring managers
You are known as "the closer" and have examples of where you competed and hired exceptional engineers
You use AI and automation as practical tools and can show where they made you faster or better
You are fluent in data and can turn a stalled search into a clear diagnosis and plan
You move quickly, follow up relentlessly, and do not let candidates go cold
You take full ownership, stay calm when priorities change, and fix broken processes without waiting to be asked
You care more about building an exceptional team than following a traditional recruiting playbook

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