Sr. Recruiter

In this role, you will:

• Own end-to-end process and pipeline for a load of 5-10 high-priority searches. You’ll build JDs and interview loops with an outcomes-focused mentality, partnering closely with hiring managers to define needs, clarify what great looks like, and engage with top talent to fill those seats.

• Be a true partner to hiring teams from day one. You'll shape roles, drive intake conversations that draw out spicy takes, challenge assumptions, and align teams on Check's standards and needs. Stakeholder partnership is the primary mode of operation here, it’s not optional.

• Maintain crisp data and process hygiene in Ashby, leveraging the platform's AI-augmented sourcing, search, and pipeline tools to raise visibility, keep pipelines moving smoothly, and amplify your reach and impact. You’ll continually explore new ways to help our team make great hiring decisions quickly, while keeping candidates excited about Check.

• Set and maintain a high performance bar for talent while moving fast. You'll keep the big picture in mind, ensuring strong long-term staffing decisions and helping us dodge negotiation traps.

• Work in the open. You'll be a public partner to hiring managers and an active voice in our recruiting channels. You stay visible and opinionated to inspire trust and confidence.

• Partner closely with the Head of People and Lead Recruiter to build creative and engaging hiring loops, competitive compensation structures, effective training programs, and executive reporting capabilities - you’ll continually raise the visibility of the work you do and maximize its impact on every aspect of the business!

Many backgrounds could fit this role, but ideal candidates will have:

3+ years of in-house recruiting experience. You might specialize in GTM or technical recruiting, or have broad experience across functions. Whatever the role, you thrive in a fast-paced startup or growth-stage environment.

• AI fluency as a core competency — proven ability to leverage AI tools to amplify sourcing, outreach, screening, and decision-making, while applying judgment about where AI helps and where it doesn't. We're hiring people who are strong in their domain and know how to scale that strength through AI.

• Fluency with Ashby and LinkedIn Recruiter (or proven ability to ramp quickly on Ashby — we recently migrated and our system is in active use).

• Proven ability to own full-cycle recruiting on your reqs — sourcing through coordination, closing, and offer management, with a stakeholder-partnership-first orientation.

• Strong sourcing capability, including outbound outreach and pipeline building for hard-to-fill roles.

• Clear, direct communication and exceptional storytelling. You're equally adept at influencing senior stakeholders and selling candidates on a vision.

• Strong judgment and the ability to maintain a high talent bar under time pressure — there's urgency, and then there's false urgency. You know the difference.

• A bias toward visibility — working in the open, speaking up in cross-functional spaces, building hiring-manager confidence through engagement, not invisible reliability.

• Comfort with ambiguity — you're comfortable laying the track when the train is already moving, and always helping our team move faster without sacrificing the integrity of our process.

Travel & Office Policy

The Check team is distributed across the US. Roles can be remote, hybrid, or based in one of our offices in New York City or San Francisco. We offer ample opportunities and encourage employees to attend team offsites, events, and hackathons throughout the year. All Checketeers gather in the spring for our annual 3-day company retreat.

For our in-office and hybrid employees, our offices are open all week. We provide meals on Tuesdays and Thursdays and there are regular happy hours, game nights, and other in-person events.

Remote work at Check requires the ability to perform all responsibilities without distraction or disruption, while maintaining quality, effective communication, and productivity.