About the role
Director, Supply Account Management About Paraform. Paraform powers the next generation of recruiting firms — helping top recruiters build six- and seven-figure businesses while they hire for companies like Ramp, Decagon, and Hightouch. We treat recruiters as entrepreneurs, not vendors, and we build the infrastructure that powers their businesses. We're an early-stage, fast-moving team combining a network of expert recruiters with agentic AI tooling.
The role. We're looking for a builder-leader to own and scale the account-management engine on our supply side. This is not SaaS customer success; there are no annual contracts and no renewals. Your job is the economic health of thousands of independent recruiter businesses: how many are active, how fast they place, and how much of their effort lands on our platform. You'll design a tiered, verticalized account motion for our concentrated top of supply and build a programmatic, product-led motion for the long tail that no human can cover. You'll manage a growing team of managers and ICs, promote your own bench, and partner with Product to turn operational friction into automation.
What you'll do Build the tiered + verticalized architecture. Design high-touch incubation for the recruiters who drive most of our placement volume, segmented by vertical, and build automated, milestone-triggered engagement for the long tail — without burning out
the team on recruiters a human can't move. Own supply activation and retention economics. Maximize active, placement-producing recruiters and defend against the silent killer of a marketplace: dormancy in the tail. Lead leaders and build the bench. Promote high-output ICs into first-time managers, de-risk those bets, and hire elite external operators. Manage through layers as the org grows past its current shape. Act as a product partner and demand-side delivery partner (ops as product). Treat recurring recruiter problems as systems problems. Turn manual plays into specs, features, and AI-agent capabilities instead of asking for more headcount. Work closely and collaboratively with demand-side counterparts to drive liquidity in the marketplace. Diagnose with data. Use modern AI data tools to find where liquidity is leaking — cohort drop-offs, over-exploited top recruiters, under-fed new supply — and run precise interventions.
