Jobs at Paraform

Own customer relationships, revenue, hiring engagements, offer closing, retention, and account expansion. Build relationships with founders and senior talent leaders, lead searches from intake through hire, drive repeat hiring and upsell opportunities, develop scalable account-growth playbooks, and collaborate with Sales, Supply, Product, Engineering, and Strategic Projects. The role requires commercial ownership, strong communication, fast execution, and comfort working in ambiguity.

Source candidates across engineering, product, design, ops, and GTM; craft outreach; run interview scheduling and coordination; maintain pipelines in Ashby and Paraform; experiment with AI-driven sourcing workflows; provide product feedback to engineering and leadership.

Own full-cycle technical recruiting, including sourcing, screening, interviewing, and closing candidates. Partner with founders and hiring managers on talent strategy, hiring goals, employer branding, and candidate experience. Build recruiting processes, manage coordination and tools, and potentially support interim People Operations. Act as an ambassador for Paraform while creating scalable hiring infrastructure in a fast-growing startup environment.

Leads sales strategy and revenue operations by supporting GTM planning, territory and capacity design, quota setting, forecasting, commission calculations, workflow automation, and executive decision-making. Partners with sales, finance, and business operations leaders to build scalable systems, processes, analytics, and tools. The role requires strong Excel and SQL skills, project management, executive communication, and in-person work in San Francisco.

Lead and scale supply-side account management for a recruiter marketplace: design tiered engagement models, maximize recruiter activation and retention, build and manage a team of managers and ICs, partner with Product to automate ops, and use data-driven diagnostics to fix liquidity leaks.

Own Paraform’s end-to-end B2B SaaS lifecycle and growth marketing programs across companies and recruiters. Lead onboarding, activation, retention, expansion, re-engagement, referral, win-back, and churn mitigation initiatives. Build segmentation, cohort frameworks, CRM workflows, in-product nudges, and lifecycle email programs using HubSpot. Define and report lifecycle KPIs, conduct funnel and cohort analysis, run A/B tests, and collaborate with Product, Sales, Customer Success, and Marketing leadership.

Lead and grow a Marketplace engineering pod, owning allocation, matching, incentives, payments, pricing, and experimentation. Hire and coach engineers, partner with product and data science, design systems, validate features through A/B tests, and remain hands-on in the codebase and incident response to drive recruiter activation, retention, and customer hiring velocity.

Drive product-focused data science across growth, core product workflows, and incentives. Define metrics, run experiments, apply causal inference, build and monitor production ML models, and partner with engineering to ship data products. The role requires independently solving ambiguous problems, communicating findings clearly, and connecting analysis to user outcomes and product decisions.

Associate Corporate Counsel will serve as the company’s first legal hire, advising on commercial agreements, marketplace and product matters, employment issues, corporate transactions, privacy, compliance, and legal operations. The role partners cross-functionally, provides practical risk guidance, negotiates contracts, supports governance and financings, and builds scalable legal processes, templates, playbooks, and compliance infrastructure for a high-growth technology marketplace.

Own the AI Platform engineering team while remaining hands-on in production machine learning. Lead matching, ranking, retrieval, personalization, agentic workflows, trust and safety, evaluation, and model quality optimization. Hire and develop applied AI and ML engineers, set technical direction, translate business goals into roadmaps, and deliver systems that improve match quality, automation, and hiring velocity.

Lead FP&A end-to-end as the company's first dedicated hire: build the annual budget and forecasting, design planning processes and approval workflows, select and implement a planning platform, own unit economics and P&L, partner with functional leaders, produce board and investor reporting, and automate FP&A workflows with AI. Act as a strategic finance partner to leadership and scale the FP&A function.

As an Executive Assistant, you'll manage calendars, emails, and logistics for the CEO and CTO, ensuring smooth operations in a fast-paced environment with a focus on organization and detail.

The Product Engineer role at Paraform focuses on building AI-driven recruiting systems, enhancing the marketplace, and designing tools for recruiters, requiring a blend of product and technical skills.

As a Software Engineer at Paraform, you'll build the marketplace system to optimize recruiter and hiring manager interactions while improving hiring outcomes through automation and performance tools.

As a Strategic Projects Lead, you will own complex customer engagements, connect various teams at Paraform, and drive operational execution to improve hiring practices and customer relationships.

Learn and execute the Strategic Project Lead role as an IC owning a book of business, ensure quality candidate delivery, mobilize recruiters, then build and lead a vertical of SPLs (growing to ~6-8 reports), drive marketplace density and revenue, coach the team, influence product and operations, and build toward P&L ownership.

Serve as the primary support contact for recruiters via chat, Slack, and email. Triage and resolve platform, submission, approval, and payout issues, onboard new recruiters, and drive first submissions. Identify recurring problems and design self-serve fixes, Help Center content, and onboarding improvements. Partner with Sourcing, Activations, and Account Managers to keep recruiters engaged and active.

Design and run end-to-end onboarding and continuous training for SPLs, build vertical-specific curriculum, codify best practices, coach and influence hiring stakeholders, and measure impact on ramp time, quality, and fill rate.

Lead full-cycle recruiting for non-technical and GTM roles at an early-stage, high-growth startup: source, screen, interview, and close top talent; set hiring strategy and employer brand with founders; own recruiting operations and tools (including Paraform); optionally run interim People Ops; act as company ambassador to attract top candidates.