AI Takeoff and Estimate Software. Backed by Pear VC.
About the role
We're looking for a full-cycle recruiter to own hiring across the company — engineering, product, design, GTM, ops, and CS. Not a specialist lane. You'll run the full pipeline for whatever role is open, from defining what "qualified" means to getting an offer signed. Own full-cycle recruiting. Intake with hiring managers, build the pipeline, run process, close candidates — across every function at Bobyard, technical and non-technical.
What they're looking for
- 3–5 years of full-cycle recruiting at an early-stage startup, spanning both technical and go-to-market/operations hiring
- Comfortable switching context — sourcing a computer vision engineer in the morning, closing a CS hire in the afternoon
- Skilled at reading a resume, GitHub profile, or LinkedIn and quickly forming a fit hypothesis, no matter the function
- Strong writer — your outreach gets replies because it's thoughtful, not because it's volume
- Comfortable operating without a full playbook. You figure it out, then document it
- Data-literate: you track your pipeline, know your conversion rates, and use that to improve
More about this role
We're looking for a full-cycle recruiter to own hiring across the company — engineering, product, design, GTM, ops, and CS. Not a specialist lane. You'll run the full pipeline for whatever role is open, from defining what "qualified" means to getting an offer signed.
Own full-cycle recruiting. Intake with hiring managers, build the pipeline, run process, close candidates — across every function at Bobyard, technical and non-technical.
Source proactively. GitHub, LinkedIn, research corpora, niche communities, referral networks — for engineering roles — and equally sharp sourcing instincts for GTM, ops, and CS talent where the signal looks different.
Write outreach that converts. Precise, respectful, relevant messaging tailored to the role and the person. No generic templates. Every message earns a reply or teaches you something.
Run a tight interview process. Coordinate panels, keep candidates and interviewers on schedule, chase feedback, keep Ashby clean and current.
Build the research layer. Structured candidate profiles — background, signal, fit hypothesis — so hiring managers can move fast with context, regardless of function.
Own offers and negotiation. Draft and manage offer...
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