Recruiting Lead (Findies)

Findies is a social shopping network that helps women discover better products that truly fit their lifestyle. We combine expert recommendations, community, and cashback to make shopping more confident and trustworthy.

Our team is small and hands-on, and we’re looking for professionals who want real ownership and the opportunity to shape and build the business.

As we grow within the $1.19 trillion e-commerce industry, your ability to deliver results and move fast will be essential to our success.

You will be the first dedicated talent person at Findies. The role is intentionally individual-contributor — you won't lead a team for the first 6 months. Instead, you'll own hiring end-to-end: closing the most strategic engineering and marketing roles yourself, and using that hands-on context to shape the hiring system that the next 1–2 recruiters will eventually plug into.

This is not a process-architect role disconnected from real searches. Roughly 70% of your time in the first 6 months goes into closing live priority roles. The other 30% — building the infrastructure (canonical templates, ATS, sourcing playbooks, scorecards, bar-raiser bench) that turns ad-hoc hiring into a repeatable system.

If you do this well, the natural growth path is Head of Talent / People within 12–18 months as the team scales — but only when there's real scope to lead.

• Close 15–20 priority hires across marketing, product, and engineering in the first year — full ownership from sourcing to offer.
• Build and own the canonical Findies hiring infrastructure: doc templates, scorecards, interview kits, ATS, sourcing playbooks.
• Run structured screen calls and partner with hiring managers (CEO, Product Lead, Marketing Lead, etc.) on calibration.
• Build and maintain a bench of external bar-raisers (CEOs, CMOs, CPOs, CTOs, etc.) for final-stage interviews.
• Use AI tools daily for sourcing, screening, outreach, and post-interview synthesis — pushing the bar on what an AI-augmented recruiter can do.
• Own funnel analytics — conversion by stage, time-to-hire, offer-accept rate, source mix, early attrition — and use them to improve the system.

• 3+ years of in-house TA experience in subscription / consumer / AI-native product companies.
• Track record closing marketing, product, and engineering roles.
• Daily hands-on AI workflow — concrete tools, concrete use cases, paid subscriptions.
• Proven process-building experience, not just execution.
• Direct working relationships with senior hiring managers (C-level / leads).
• Strong written & spoken English (B2+).
• Builder mindset — comfortable with ambiguity and "no playbook exists yet".