Job description

The Role We're looking for a full-cycle recruiter to own hiring across the company — engineering, product, design, GTM, ops, and CS. Not a specialist lane. You'll run the full pipeline for whatever role is open, from defining what "qualified" means to getting an offer signed. What You'll Do - Own full-cycle recruiting. Intake with hiring managers, build the pipeline, run process, close candidates — across every function at Bobyard, technical and non-technical. - Source proactively. GitHub, LinkedIn, research corpora, niche communities, referral networks — for engineering roles — and equally sharp sourcing instincts for GTM, ops, and CS talent where the signal looks different. - Write outreach that converts. Precise, respectful, relevant messaging tailored to the role and the person. No generic templates. Every message earns a reply or teaches you something. - Run a tight interview process. Coordinate panels, keep candidates and interviewers on schedule, chase feedback, keep Ashby clean and current. - Build the research layer. Structured candidate profiles — background, signal, fit hypothesis — so hiring managers can move fast with context, regardless of function. - Own offers and negotiation. Draft and manage offer letters, work comp bands, close candidates, loop in legal/immigration partners when needed. - Instrument the funnel. Track source quality, response rates, stage conversion, and time-to-fill across every open role. Surface what's working and kill what isn't. - Partner with the Talent Engineer. Feed signal into automation workflows. Help identify where manual work can be systematized without losing quality. - Represent Bobyard well. Every candidate touchpoint — technical or not — is a brand moment. You're often the first impression of who we are and why this company matters. Desired Experience - 3–5 years of full-cycle recruiting at an early-stage startup, spanning both technical and go-to-market/operations hiring - Comfortable switching context — sourcing a computer vision engineer in the morning, closing a CS hire in the afternoon - Skilled at reading a resume, GitHub profile, or LinkedIn and quickly forming a fit hypothesis, no matter the function - Strong writer — your outreach gets replies because it's thoughtful, not because it's volume - Comfortable operating without a full playbook. You figure it out, then document it - Data-literate: you track your pipeline, know your conversion rates, and use that to improve - Fluent in Ashby (or similar ATS) and LinkedIn Recruiter - Some exposure to offer structuring, comp bands, or immigration/visa basics a plus - Bonus: exposure to construction, trades, or technical industries What we offer - A real path to running a talent line, not a hypothetical one - A team that moves fast, owns outcomes, and doesn't hold meetings about meetings Come build with us!

Requirements

Must-haves

Own full-cycle recruiting. Intake with hiring managers, build the pipeline, run process, close candidates — across every function at Bobyard, technical and non-technical.
Source proactively. GitHub, LinkedIn, research corpora, niche communities, referral networks — for engineering roles — and equally sharp sourcing instincts for GTM, ops, and CS talent where the signal looks different.
Write outreach that converts. Precise, respectful, relevant messaging tailored to the role and the person. No generic templates. Every message earns a reply or teaches you something.
Run a tight interview process. Coordinate panels, keep candidates and interviewers on schedule, chase feedback, keep Ashby clean and current.
Build the research layer. Structured candidate profiles — background, signal, fit hypothesis — so hiring managers can move fast with context, regardless of function.
Own offers and negotiation. Draft and manage offer letters, work comp bands, close candidates, loop in legal/immigration partners when needed.
Instrument the funnel. Track source quality, response rates, stage conversion, and time-to-fill across every open role. Surface what's working and kill what isn't.
Partner with the Talent Engineer. Feed signal into automation workflows. Help identify where manual work can be systematized without losing quality.
Represent Bobyard well. Every candidate touchpoint — technical or not — is a brand moment. You're often the first impression of who we are and why this company matters.
3–5 years of full-cycle recruiting at an early-stage startup, spanning both technical and go-to-market/operations hiring

Nice-to-haves

Comfortable switching context — sourcing a computer vision engineer in the morning, closing a CS hire in the afternoon
Skilled at reading a resume, GitHub profile, or LinkedIn and quickly forming a fit hypothesis, no matter the function
Strong writer — your outreach gets replies because it's thoughtful, not because it's volume
Comfortable operating without a full playbook. You figure it out, then document it
Data-literate: you track your pipeline, know your conversion rates, and use that to improve
Fluent in Ashby (or similar ATS) and LinkedIn Recruiter
Some exposure to offer structuring, comp bands, or immigration/visa basics a plus
Bonus: exposure to construction, trades, or technical industries

Application prep

Use the role’s language and application details while tailoring your materials.

Keywords to mirror

Platform: ashby
Effort: quick

Benefits

Benefits detected in the listing.

Vision