Job description

RECRUITING LEAD — GROWTH & PRODUCT Location: Irvine, CA Type: Full-time ABOUT BIDBUS Bidbus is building a consumer marketplace that helps car owners auction their vehicles directly to licensed dealers. We recently raised our Series A and have raised over $18M in total funding, backed by leading venture investors. We’re growing quickly across multiple markets and are now building out a world-class Growth and Product team. We’re looking for a highly hands-on recruiter who can help us build our internal recruiting engine from the ground up. This is not a traditional HR role. You’ll spend most of your time identifying exceptional talent, reaching out to passive candidates, partnering directly with hiring managers, and closing high-impact hires. WHAT YOU’LL OWN - Own full-cycle recruiting for key roles across Growth, Product, Design, Marketing, and other strategic functions - Build talent maps across target companies and identify the best candidates before they enter the job market - Proactively headhunt passive candidates through LinkedIn, referrals, communities, and creative outbound strategies - Partner directly with founders and hiring managers to define what “great” looks like for each role - Turn broad hiring needs into clear candidate profiles, target-company lists, and sourcing strategies - Build personalized outreach that gets strong candidates to respond - Manage candidates end-to-end from first outreach through interview, offer, negotiation, and close - Build and maintain long-term candidate pipelines for roles we expect to hire in the future - Develop recruiting systems, sourcing playbooks, interview processes, dashboards, and operating rhythms as we scale - Use market data to challenge unrealistic hiring requirements and help the team make better talent decisions - Eventually help hire, train, and manage additional recruiters as hiring volume grows WHAT WE’RE LOOKING FOR - 5+ years of recruiting or talent acquisition experience - Strong track record recruiting for consumer technology, marketplaces, fintech, e-commerce, or high-growth startups - Experience recruiting roles such as: - Growth Product Managers - Consumer Product Managers - Product Designers / Growth Designers - Growth Marketing / Performance Marketing - Head of Growth / Growth Leadership - Exceptional outbound sourcing and passive-candidate recruiting skills - Strong ability to build talent maps and identify high-potential candidates beyond obvious job titles - Comfortable recruiting people who are currently successful and not actively looking for a new role - Strong candidate judgment — you can distinguish between someone who has the right title and someone who has actually owned the right problems - Able to work directly with founders and senior leaders and push back when necessary - Highly resourceful, fast-moving, and comfortable operating without an established playbook - Strong written communication and personalized outreach skills - Data-driven approach to recruiting funnels, response rates, conversion, time-to-fill, and offer acceptance STRONG PLUS - Recruiting experience at or for companies such as Opendoor, Jerry, Rocket Money, Credit Karma, Chime, Robinhood, Hims, Lemonade, SoFi, or similar consumer companies - Existing network across consumer Growth, Product, and Design talent - Experience building an internal recruiting function from scratch - Experience in both agency recruiting and in-house recruiting - Experience with LinkedIn Recruiter, Gem, Ashby, Greenhouse, SeekOut, HireEZ, Findem, or similar tools - Experience using AI and automation to improve sourcing, research, outreach, and recruiting operations WHAT SUCCESS LOOKS LIKE In your first few months, you should be able to: - Build a clear talent map for Bidbus’s highest-priority roles - Identify the top candidates across our target companies - Create an outbound recruiting engine that consistently generates conversations with strong passive talent - Improve the speed and quality of our hiring process - Help hiring managers sharpen candidate profiles based on real market data - Build a repeatable recruiting playbook that another recruiter can eventually follow THE PROFILE WE VALUE We care less about whether you’ve recruited a specific title before and more about whether you can quickly understand a business problem, identify where the best talent lives, and convince exceptional people to take a conversation. You should think more like a talent hunter and builder than a traditional recruiter.

Requirements

Must-haves

Location: Irvine, CA
Type: Full-time
Own full-cycle recruiting for key roles across Growth, Product, Design, Marketing, and other strategic functions
Build talent maps across target companies and identify the best candidates before they enter the job market
Proactively headhunt passive candidates through LinkedIn, referrals, communities, and creative outbound strategies
Partner directly with founders and hiring managers to define what “great” looks like for each role
Turn broad hiring needs into clear candidate profiles, target-company lists, and sourcing strategies
Build personalized outreach that gets strong candidates to respond
Manage candidates end-to-end from first outreach through interview, offer, negotiation, and close
Build and maintain long-term candidate pipelines for roles we expect to hire in the future
Develop recruiting systems, sourcing playbooks, interview processes, dashboards, and operating rhythms as we scale
Use market data to challenge unrealistic hiring requirements and help the team make better talent decisions
Eventually help hire, train, and manage additional recruiters as hiring volume grows
5+ years of recruiting or talent acquisition experience
Strong track record recruiting for consumer technology, marketplaces, fintech, e-commerce, or high-growth startups
Growth Product Managers
Consumer Product Managers
Product Designers / Growth Designers
Growth Marketing / Performance Marketing
Head of Growth / Growth Leadership
Exceptional outbound sourcing and passive-candidate recruiting skills
Strong ability to build talent maps and identify high-potential candidates beyond obvious job titles
Comfortable recruiting people who are currently successful and not actively looking for a new role
Strong candidate judgment — you can distinguish between someone who has the right title and someone who has actually owned the right problems

Nice-to-haves

None flagged.

Application prep

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

Keywords to mirror

Platform: ashby
Effort: quick