Own full-cycle hiring: Source, screen, interview, and close candidates for both technical (engineering, product) and non-technical (sales, operations) roles
Build and own the hiring funnel: Set SLAs for each stage, track time-to-hire, source effectiveness, and conversion rates. Present insights, not just numbers and propose adjustments when something's off.
Drive proactive sourcing: LinkedIn, professional communities, referrals, niche channels. Don't wait for inbound find the outbound leads.
Raise the bar on process: Improve interview frameworks, scoring rubrics, ATS setup, and offer templates. Document what works; cut what doesn't.
Deliver a consistent candidate experience: Every candidate regardless of outcome should leave the feedback from Farel.

5+ years in recruiting, with at least 2 years in a high-load, high-pressure environment startup, scale-up, or a high-volume in-house team.
Proven track record closing both technical and commercial/operational roles, ideally in a single company.
Data-driven by default: you track funnel metrics, diagnose bottlenecks, and know what levers to pull to improve speed and quality.
Direct experience working with C-level stakeholders (CEO, COO).
Self-managed and focused: able to prioritize across 5+ open roles simultaneously and hit deadlines without daily supervision.
Fluent English — interviews, written communication, and async collaboration with a global team.

Recruiter

Key skills