Founding Recruiter

About the Role

We’re looking for a Founding Recruiter to help us hire exceptional engineers and GTM talent. You’ll own searches end-to-end: developing the hiring strategy, sourcing candidates, running the process, partnering with hiring managers, and closing candidates.
This isn't a role where success is measured by sending large numbers of LinkedIn messages. We want someone who can understand what makes an exceptional technical candidate, develop creative ways to find them, and build the relationships necessary to bring them to Harper.

What You’ll Do

• Own full-cycle recruiting for engineering and other technical roles.

• Partner with technical leaders to deeply understand roles, hiring profiles, and what distinguishes an exceptional candidate.

• Build sourcing strategies for difficult-to-fill technical positions.

• Proactively identify and engage passive candidates through LinkedIn, GitHub, referrals, networks, events, and other creative channels.

• Conduct recruiter screens and assess candidates for motivation, experience, communication, and alignment with Harper.

• Build and maintain strong technical talent pipelines.

• Manage candidates throughout the recruiting process and maintain high engagement.

• Partner with hiring managers to make fast, thoughtful hiring decisions.

• Drive offer strategy and help close competitive candidates.

• Maintain accurate pipeline information and use recruiting data to identify where searches are working or getting stuck.

• Develop a strong understanding of Harper's product, technology, team, and story so you can credibly represent the company to technical candidates.

• Help improve interview processes and hiring standards as the company scales.

What We’re Looking For

• 3–7+ years of full-cycle technical recruiting experience, ideally including experience at a high-growth startup.

• Demonstrated success recruiting software engineers and other highly sought-after technical talent.

• Excellent sourcing skills and the ability to find candidates beyond obvious inbound channels.

• Ability to understand technical roles well enough to credibly engage and evaluate candidates.

• Strong candidate management and closing skills.

• High urgency without sacrificing candidate experience or hiring quality.

• Excellent communication and relationship-building skills.

• Comfortable challenging hiring managers and bringing a point of view on talent.