About the role
What we're looking for:
We need someone with 2-6 years of full-cycle recruiting experience in fast-paced startup environments who has a strong track record hiring engineers and technical talent. You should be comfortable building recruiting processes from scratch in an ambiguous, early-stage setting and have experience closing top candidates across both technical and non-technical roles. Bonus points if you've been part of a startup's growth story from a small team to 50+ employees.
What you'll do:
- Own full-cycle recruiting across engineering, sales, and operations — from sourcing through close — as the company's first dedicated recruiter.
- Partner directly with the CEO and hiring managers to define roles, shape job descriptions, and align on what great candidates look like.
- Build top-of-funnel pipelines from scratch using LinkedIn, referrals, and creative sourcing channels — then double down on what works.
- Establish foundational recruiting systems, interview processes, and tools (including Ashby) to replace the current ad hoc approach.
- Deliver an excellent candidate experience at every touchpoint, serving as the first impression of New Lantern for prospective hires.
- Run first-round screens and evaluate candidates for culture add, drive, and early-stage fit — not just passing resumes along.
- Track recruiting metrics and continuously improve processes to hire faster and better as the team scales from ~30 employees.
- Represent New Lantern's mission and culture to the talent market, pitching the company compellingly even when competing against larger offers.