Job description

Senior Recruiter, Embedded Recruiting and RPO SECUREVISION · REMOTE · FULL-TIME · CLIENT FACING RECRUITER About SecureVision Since 2015 we have partnered with hundreds of investment-backed tech companies, from seed stage through enterprise, and fill roles across GTM, engineering, and G&A. Our clients include NerdWallet, Affirm, GrubHub, Chili Piper, Danaher, and Konica Minolta. We have 496 reviews on G2 at 4.8 out of 5 star rating.. We were built on one conviction: the gap between a good hire and a great one is exponential, not marginal. Every talent acquisition solution we build is sustainable, predictable, reportable, and scalable . The role You will be embedded with one or more of our clients as their recruiter. Inside their Slack, their stand-ups, their ATS, working their hours, and working directly with their hiring team. You get the focus of an internal recruiter with an RPO engine behind you. That engine is why an embedded recruiter runs two to three times more productive than a solo internal recruiter: a delivery lead running performance management and client reporting, a sourcing stack built for outbound at scale, and a decade of process and market expertise you can pull from on any search. This is full life cycle recruiting, and it is client-facing. You own the relationship, not just the req. If you are a strong talent acquisition professional who wants to move into a consultative solutions company, this is the seat. What you will own • Full life cycle recruiting for your client: intake, job description creation and optimization, sourcing, screening, interview process design, offer, close, and start date. • Calibration in the first 48 hours of a new search. You bring 10 profiles per role to the hiring manager and walk through them on a screen share so evaluation is tight from day one. • Strategic outbound sourcing as your primary channel, plus full coverage of inbound applications the way an internal recruiter would handle them. • In-depth evaluation before anyone reaches the hiring team. Skill and behavioral fit, stage fit, reference readiness, and verification that the candidate is who they say they are. • ARPO throughout the process (activity, ranking, process, offer) so decline risk surfaces early instead of at offer stage. • Clean ATS data. Notes, scorecards, and statuses live in the client’s system and stay current. • Candidate experience for everyone who touches your client’s brand, including the people you turn down. What the first 90 days look like • Weeks 1 to 2: fully ramped on candidate coverage for your starting roles. • First 30 days: first hires coming through. • Days 30 to 60: starting roles filled and additional roles added to your plate. • By 90 days: data supports that the client is on track to achieve their hiring plan. Experience we are looking for • 3 to 5+ years of full life cycle recruiting in a high-growth, fast-paced environment. In-house or agency. • Expert-level LinkedIn Recruiter user with a real outbound sourcing track record. Most of your hires should be people you found, not people who applied. • Comfort working inside client ATS environments, with a bias toward clean data and accurate reporting. • Judgment on stage fit. You know the difference between a candidate who has succeeded at a 40-person startup and one who has only operated inside a 5,000-person org, and you know why it matters to the hiring manager. • Executive presence. You will be on calls with founders, CTOs, and VPs of Talent, and you need to hold your own. • Client-facing experience, or a clear interest in moving toward it. Account management or customer success instincts are a plus. Who does well here • High emotional intelligence and business acumen. You can draw the line from a single hire to the client’s larger goal. • Proactive and resourceful. You surface problems with a solution already attached, before the client knows there is a problem. • Able to run several searches and several stakeholders at once without giving up quality. • Strong written and verbal communication. • You build trusted relationships quickly and keep them. • Active on LinkedIn and comfortable building a presence there. Why this role • 100% remote. • You work with venture-backed tech companies that are scaling fast, so the work stays interesting, and your track record keeps compounding. • A delivery lead invested in your performance, plus a tooling and sourcing stack most internal teams do not have. • A path into account management, client leadership, or delivery leadership if that is where you want to go. AI interviewing and text message consent Part of our screening runs through an AI interviewer. By submitting an application, you agree that SecureVision and its AI interviewing vendor may contact you by text message at the mobile number on your application, including through automated means, to schedule and conduct a first-round screening interview and to send you updates about your application. Reply STOP at any time to opt out. Opting out of text messages does not remove you from consideration. A SecureVision recruiter reviews every AI screening interview. The AI interviewer does not make hiring decisions.

Requirements

Must-haves

Senior Recruiter, Embedded Recruiting and RPO
SECUREVISION · REMOTE · FULL-TIME · CLIENT FACING RECRUITER
What you will own
Full life cycle recruiting for your client: intake, job description creation and optimization, sourcing, screening, interview process design, offer, close, and start date.
Calibration in the first 48 hours of a new search. You bring 10 profiles per role to the hiring manager and walk through them on a screen share so evaluation is tight from day one.
Strategic outbound sourcing as your primary channel, plus full coverage of inbound applications the way an internal recruiter would handle them.
In-depth evaluation before anyone reaches the hiring team. Skill and behavioral fit, stage fit, reference readiness, and verification that the candidate is who they say they are.
ARPO throughout the process (activity, ranking, process, offer) so decline risk surfaces early instead of at offer stage.
Clean ATS data. Notes, scorecards, and statuses live in the client’s system and stay current.
Candidate experience for everyone who touches your client’s brand, including the people you turn down.
What the first 90 days look like
Weeks 1 to 2: fully ramped on candidate coverage for your starting roles.
First 30 days: first hires coming through.
Days 30 to 60: starting roles filled and additional roles added to your plate.
By 90 days: data supports that the client is on track to achieve their hiring plan.
Experience we are looking for
3 to 5+ years of full life cycle recruiting in a high-growth, fast-paced environment. In-house or agency.
Expert-level LinkedIn Recruiter user with a real outbound sourcing track record. Most of your hires should be people you found, not people who applied.
Comfort working inside client ATS environments, with a bias toward clean data and accurate reporting.
Judgment on stage fit. You know the difference between a candidate who has succeeded at a 40-person startup and one who has only operated inside a 5,000-person org, and you know why it matters to the hiring manager.
Executive presence. You will be on calls with founders, CTOs, and VPs of Talent, and you need to hold your own.
Who does well here
High emotional intelligence and business acumen. You can draw the line from a single hire to the client’s larger goal.

Nice-to-haves

Client-facing experience, or a clear interest in moving toward it. Account management or customer success instincts are a plus.

Application prep

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

Keywords to mirror

goai

Platform: gem
Effort: medium

Benefits

Benefits detected in the listing.

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