We’re looking for a recruiting generalist to make G&A hiring a repeatable engine. As priorities shift, you’ll also support our GTM and post-sales teams.
Meter doubles its customer base every year. Our finance, legal, and people teams have to scale just as fast. The people they hire in the next year will shape how Meter runs for the next decade.
Our general counsel and head of people built strong foundations. You’ll work directly with them to build out their teams: define each role, find the people, and close them.
What success looks likeIn six months, you’ll have closed our most important G&A hires, mostly through your own sourcing and referrals. G&A leaders will always know where their searches stand, and each function will have a calibrated interview playbook.
We’ll also measure:
Quality: Hiring managers would rehire your hires without hesitation, and 90% or more are still here after a year.
Velocity: Time-to-hire drops by 20%, with an offer acceptance rate of at least 80%.
Map the talent market for a niche role, like compensation or commercial counsel.
Reach out to people who aren’t looking and give them a reason to take the call.
Sit down with a G&A leader hiring for a role that’s new to their team, and define what great looks like together.
Use hiring managers and references to tell a good controller from a great one.
Keep senior candidates engaged through long, deliberate processes.
Close offers against later-stage and public companies by selling equity, mission, and scope.
Lead pipeline reviews with G&A leaders and send out the monthly hiring numbers.
Pick up a GTM or post-sales req when priorities shift, without letting G&A searches slip.
You’ve run full-cycle searches across finance, legal, and people, including senior hires.
You go down rabbit holes to find people no one else has found.
You hold the bar, even when a hiring team is ready to settle.
You close candidates other companies assume are out of reach.
You run structured processes that help hiring teams decide with conviction.
Bonus: You’ve also hired for sales, marketing, or technical operations roles.
Have mostly worked from inbound applications.
Need a tightly defined scope or don’t like getting dirt under your fingernails.
Would rather stay in your lane.
Want a manager to tell you what to work on, or prefer strategizing from the sidelines.
Are looking for a quick timeline to an exit.
Prefer working remotely.
The estimated base salary for this role is between $130,000 - $180,000
Additionally, this role is eligible to participate in Meter's equity plan.
By applying to this job you acknowledge that you've read and understood Meter's Job Applicant Privacy Notice.
Skills Required
- Full-cycle recruiting experience across finance, legal, and people functions
- Experience recruiting senior-level candidates
- Proactive sourcing experience beyond inbound applications
- Ability to define roles and calibrate hiring criteria with hiring managers
- Ability to run structured recruiting processes and interview playbooks
- Ability to close candidates competing with later-stage and public companies
- Experience hiring for sales, marketing, or technical operations roles
- Comfort working in a flexible, broadly scoped recruiting role
- Preference or ability to work on-site rather than remotely
Meter (meter.com) Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Meter (meter.com) and has not been reviewed or approved by Meter (meter.com).
-
Healthcare Strength — Comprehensive medical, dental, vision, disability, life insurance, and mental-health/wellness programs are consistently highlighted. Feedback suggests the breadth of coverage aligns with well‑funded startup norms.
-
Wellbeing & Lifestyle Benefits — Free daily meals, snacks and drinks, commuter support, and an onsite chef in the San Francisco office are emphasized. Feedback suggests these in‑office perks meaningfully reduce day‑to‑day friction and costs.
-
Strong & Reliable Incentives — Sales compensation structures are portrayed as competitive, with confidence that on‑target earnings are realistically attainable. Feedback suggests quota design and product‑market traction support incentive reliability.
Meter (meter.com) Insights
What We Do
Our bet with Meter is simple: we’ll all use the internet more than we do today. That future depends on networking infrastructure—the invisible plumbing powering every application, space, and data center. But today’s infrastructure is dated and inconsistent, so we’re rebuilding it from the ground up. We design the hardware, write the firmware, build the software, deploy the networks, and run support. It’s a single, integrated networking solution that scales from offices, warehouses, and large campuses to data centers—and today, it’s powering some of the world’s most ambitious organizations.
Why Work With Us
We’re a group of kind and ambitious people who want to do the best work of their career. The work we do across hardware, software, and operations is hard and long-term oriented. We are colleagues who view fast-paced and changing environments as an opportunity—not a bug—and find the agency to move things forward.
Gallery
.jpg)
.jpeg)
