You make one call, we make the rest. Harper learns your business, works every market that can write it, and brings back the right coverage at the right price. Backed by Peak XV, Y Combinator and Antler.
About the role
You are Harper's first dedicated recruiting hire. You source, sell, and close exceptional people yourself this week — and you build the function that lets Harper go from ~30 to 100+ without losing the bar. Close candidates yourself. Source, screen, sell, and close across engineering, sales, and GTM. You own the funnel end to end.
What they're looking for
- A closer with a technical background — years recruiting engineers, with offers to prove it
- You've scaled recruiting through rapid growth , not just done early-stage setup — you know the ebbs and flows from Series A through C and what breaks at each stage
- You've built systems, not just filled roles , and you think about what fails at 10x
- You have tenure and depth — 2–3 year in-house stints where you saw real scale, not a string of short stops
- You move at founder speed. You close great candidates this week, not next month
- You can sell the reality honestly — an intense, loud, collaborative, on-site trading-floor culture — to the people who want exactly that
More about this role
Harper is an AI-native commercial insurance company in San Francisco. We're not bolting AI onto insurance — we're rebuilding the entire business as software, on a simple bet: turning expert human judgment into compute is one of the largest transitions left to make, and a trillion-dollar industry still run 90% by hand is the place to prove it. We've grown ~100x in the last year and we move at that speed — on-site, in person, long days, very high standards. Almost no one joins Harper for insurance ; they join to build the company that replaces how it works.
You are Harper's first dedicated recruiting hire. You source, sell, and close exceptional people yourself this week — and you build the function that lets Harper go from ~30 to 100+ without losing the bar.
A rebuild this large is a talent problem before it's anything else. We're hiring against the best AI-native companies in the country for the same people, and at ~100x growth the cost of a mediocre hire — or a slow one — compounds fast. We don't have a recruiting function yet. You'll be it, then you'll build it.
This is not a coordination role. You're not scheduling other people's interviews or running a calendar. You're a...
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