Jobs at Paraform

Own activation targets for newly onboarded recruiters, use data to diagnose funnel bottlenecks, provide hands-on coaching to drive first wins, and codify repeatable playbooks to scale activations.

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.

The Account Manager will expand customer usage of Paraform's services, handling inbound demand and proactively reaching out to customers to drive growth.

The Applied AI Engineer will design and build LLM-driven AI systems for recruiting, manage end-to-end system ownership, collaborate across teams, and establish evaluation frameworks for performance and reliability.

The Marketplace Quant will apply quantitative skills to pricing and financial data, evaluate models, design incentives, and enhance marketplace efficiency.

The Account Manager will advise recruiters on growth strategies, optimize operations, run marketplace experiments, and collaborate cross-functionally across teams.

The Applied ML Engineer will research and build AI/ML systems, own model development, partner with teams to impact marketplace metrics, and establish best practices for AI/ML at Paraform.

The Lead Product Manager - Growth will drive growth initiatives for Paraform, optimizing candidate acquisition, onboarding, and discovery while collaborating cross-functionally and leading experiments.

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.

The Product Manager will define product initiatives, prioritize roadmaps, drive launches, experiment, and synthesize feedback to improve products in recruiting.

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 Account Executive is responsible for managing inbound leads, generating pipeline, closing deals, and bringing innovative strategies to accelerate growth in a high-growth tech startup environment.

The SMB Account Executive will lead recruiter acquisition, manage relationships with recruiting agencies, and grow pipeline through strategic partnerships and outbound systems.

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.

Manage and grow a team of account executives across SMB, Mid-Market, and Enterprise. Own pipeline generation, deal execution, hiring, and performance reporting. Build sales processes, best practices for demos and pitches, and foster a high-performance, growth-oriented culture.

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.

Own end-to-end technical hiring for engineering, product, and design: source proactively, build pipelines, partner with hiring managers, design interview processes and scorecards, and build recruiting infrastructure and tooling to scale.