Job description

ABOUT TAXWIRE Taxwire is building an AI-native global sales tax engine & managed service for finance teams. We handle sales tax and VAT from end to end for hundreds of mid-market companies and dozens of accounting / tax firms. We’ve raised ~$25M in venture capital from firms like Headline, XYZ, Vinyl, and dozens of CFOs, founders, and tax practitioners. Indirect tax is high-stakes, fragmented, and unforgiving. Rules change constantly, vary by product and location, and create real financial risk when companies get them wrong. We hire people with high ownership, strong judgment, and low ego. Everyone at Taxwire is expected to understand the customer, solve messy problems end to end, and build systems that scale. We move quickly because our customers depend on us to get it right. Death and taxes are forever. If you want to operate in one of the largest markets in the world and sovle a massive, enduring problem with a team of people playing to win, Taxwire is the place to do it. ABOUT THE ROLE We're hiring our first recruiter to own how Taxwire finds, closes, and lands exceptional people → sourcing, candidate experience, process, and the close. The mandate of this role is to drive talent pipeline, giving our CEO and every hiring manager the leverage to build a talent-dense team as the business scales. You'll report directly to our CEO and work across every part of the business, hiring for engineering, GTM, tax, and operations. This isn't a narrowly scoped role. You'll scope roles before they open, build systems where none exist, and own outcomes that directly decide how fast we can grow. If you crush it, there's a clear path to leading recruiting, standing up a People function, or another path in the business that excites you. This will be one of the hardest recruiting jobs you've ever had. We hire senior, credible people from our own industry, we move fast, and our bar is high. Don't take it if you're not deeply and intrinsically motivated to win and grow. WHAT YOU'LL DO - Own full-cycle recruiting across engineering, GTM, engineering, deployments, and account management: source, screen, close. - Run persistent, well-written outbound to senior people who aren't looking and are hard to reach. - Partner with Andrew (CEO) and hiring managers to scope each role before it opens: what the person does, what great looks like, and how we'll measure it. - Design the interview loop and scorecard for each role, and get interviewers calibrated before they start. - Own the candidate experience from first message to signed offer. Fast replies, clear next steps, no black holes. - Drive offers to close. Manage comp conversations, competing offers, and the human side of a hard yes. - Stand up the systems: ATS hygiene, structured interviews, sourcing playbooks, and a funnel you keep honest. - Keep the bar high when the pressure to fill fast is real, and make sure everyone we pass on still respects Taxwire. WHAT YOU NEED - You’re a hustler. You get after it. You know great talent doesn’t just come to you. - You’re a closer. You know the job is not done until someone has signed and started at Taxwire. - You have taste in people. You can tell the difference between someone who interviews well and someone who'll do the work, and you trust that read enough to defend it. - You can talk to anyone we hire. Engineers, sellers, tax experts, etc. are different animals. You can hold a credible conversation with all three. - You care about hires that stick. You don't confuse motion with progress. - You're comfortable with ambiguity. You don't need a mature recruiting org or a perfect playbook. You'll write it. - 3-5+ years of recruiting experience with real full-cycle ownership, from sourcing through close. - A track record of closing senior or technical hires in a competitive market. - Strong written communication. We're a writing-first company, and most of your outreach and coordination lives in writing. - Comfort building process and systems from scratch. NICE TO HAVE - Experience as an early or first recruiter at a high-growth startup. - Technical recruiting experience across engineering and product. - Hands-on experience with Ashby or a comparable ATS. - Recruiting for GTM, fintech, or tax roles, or another complex, credibility-driven domain. WHY WORK AT TAXWIRE - You want to build the recruiting function from the ground up and own the outcome. - You want to own the whole thing: sourcing, process, and close. - Your work directly changes how fast the company can grow. - You want to learn and achieve personal career growth on an extremely accelerated timeline. - Excellence is the standard you hold yourself to and you want to be around other people that also hold that standard. - We work hard and give a lot of fucks, but we have fun while doing it and give equal fucks about the people we work with. - Our team is deeply credible and experienced within the industry we operate in. - We're tackling a massive, complex, global problem in a big market with strong signs of product-market fit, lots of happy customers, and momentum across the broader business. - We're well funded by respected institutional VCs and angels. - Strong equity, competitive salary, and full benefits. WHY YOU SHOULDN'T WORK AT TAXWIRE - You want a full req load handed to you and a playbook to follow. - You measure yourself by activity instead of hires that stick. - You're uncomfortable telling a hiring manager the bar hasn't been met. - You avoid outbound, persistent follow-up, or hard conversations with senior people. - Early-stage ambiguity or fast iteration makes you uncomfortable. - You've watched Whiplash and found its message too hardcore. - You don’t want a lot of responsibility. BENEFITS - Company-covered benefits across medical, dental, vision, etc. - Meaningful equity - Unlimited PTO

Requirements

Must-haves

If you crush it, there's a clear path to leading recruiting, standing up a People function, or another path in the business that excites you.
Own full-cycle recruiting across engineering, GTM, engineering, deployments, and account management: source, screen, close.
Run persistent, well-written outbound to senior people who aren't looking and are hard to reach.
Partner with Andrew (CEO) and hiring managers to scope each role before it opens: what the person does, what great looks like, and how we'll measure it.
Design the interview loop and scorecard for each role, and get interviewers calibrated before they start.
Own the candidate experience from first message to signed offer. Fast replies, clear next steps, no black holes.
Drive offers to close. Manage comp conversations, competing offers, and the human side of a hard yes.
Stand up the systems: ATS hygiene, structured interviews, sourcing playbooks, and a funnel you keep honest.
Keep the bar high when the pressure to fill fast is real, and make sure everyone we pass on still respects Taxwire.
You’re a hustler. You get after it. You know great talent doesn’t just come to you.
You’re a closer. You know the job is not done until someone has signed and started at Taxwire.
You have taste in people. You can tell the difference between someone who interviews well and someone who'll do the work, and you trust that read enough to defend it.
You can talk to anyone we hire. Engineers, sellers, tax experts, etc. are different animals. You can hold a credible conversation with all three.
You care about hires that stick. You don't confuse motion with progress.
You're comfortable with ambiguity. You don't need a mature recruiting org or a perfect playbook. You'll write it.
3-5+ years of recruiting experience with real full-cycle ownership, from sourcing through close.
A track record of closing senior or technical hires in a competitive market.
Strong written communication. We're a writing-first company, and most of your outreach and coordination lives in writing.
Comfort building process and systems from scratch.
You want to build the recruiting function from the ground up and own the outcome.

Nice-to-haves

Experience as an early or first recruiter at a high-growth startup.
Technical recruiting experience across engineering and product.
Hands-on experience with Ashby or a comparable ATS.
Recruiting for GTM, fintech, or tax roles, or another complex, credibility-driven domain.

Application prep

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

Keywords to mirror

Platform: ashby
Effort: quick

Benefits

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