Recruiter (Full-Cycle, Global)

Help protect 20,000+ retail locations by making loss prevention intelligent, proactive, and profitable—starting in food service and expanding into grocery, convenience, and broader retail. You’ll own the end-to-end recruiting in a fast-paced, high-growth environment, ship results quickly, and help scale the hiring engine—processes, playbooks, and tooling—for our next stage of growth.

What You’ll Own

• Recruiting across both technical (engineering, data, product, IT) and non-technical (G&A, operations, sales, marketing, CS) roles
• Proven success recruiting internationally and juggling multiple time zones
• Fluency with modern sourcing tools and techniques (LinkedIn Recruiter, referrals, talent communities, advanced Boolean/X-ray)
• Strong judgment and fast calibration—you separate signal from noise and advise tactfully
• A data-driven mindset: set SLAs, read funnel metrics, and iterate to hit targets
• Excellent written communication: direct, inclusive, and candidate-first

• Run the funnel end-to-end:
• Structured intakes, must-haves, scorecards, and SLAs
• Sourcing, screening, interviews, debriefs, offers, and close
• Source without borders:
• Build diverse pipelines via LinkedIn, referrals, talent communities, and advanced Boolean/X-ray across regions and time zones
• Write crisp, inclusive outreach and high-converting job ads
• Raise the bar:
• Design/coordinate structured interviews and lightweight assessments
• Drive consistent decisions with clear rubrics and disciplined debriefs
• Scale the engine:
• Stand up and refine scalable processes, interview kits, and playbooks
• Maintain A+ ATS hygiene (stages, notes, tags), automate where useful, and keep communications tight
• Track funnel metrics, spot bottlenecks, and ship improvements rapidly
• Close the loop:
• Calibrate on comp/leveling, run references/backgrounds where needed
• Close candidates quickly, clearly, and with a standout experience
• Enable stakeholders:
• Coach interviewers on signal-rich questions and decision quality
• Provide weekly pipeline updates and actionable recommendations to the Talent Lead and hiring teams

What You’ll Bring (Must-Haves)

• Fluent English (written and verbal)
• ATS experience—Ashby preferred (Lever/Greenhouse or similar also relevant)
• 3–5 years of full-cycle recruiting experience, candidate-first
• High ownership and urgency: thrive in a fast-paced environment; keep pipelines moving and close loops without reminders
• Process builder: experience creating or refining scalable recruiting workflows

Nice to Have

• Experience in loss prevention, operations, or field-oriented environments
• Comfort assessing technical talent (SWE/data/product) and commercial profiles (sales/CS/marketing)
• Experience implementing lightweight hiring ops (scorecards, interviewer enablement, structured debriefs, ATS automations)
• Additional languages for global sourcing and candidate engagement

How We Work

• Remote-first;
• Fast-paced and practical: ship → learn → refine
• Ownership mindset: you run the funnel; the Talent Lead unblocks and aligns decision-makers
• Scale is the goal: we prioritize repeatable processes, clear playbooks, and measurable outcomes