Harper
Recruiting Lead
New
125000 –185000 USD / yearUSALeadtechnical recruitingsourcingsellingclosingtalent acquisition
Lead and build the talent recruiting function to scale company growth, handling both execution and strategy in technical recruiting.
Responsibilities
- This isn’t a coordination role. You’re sourcing, selling, and closing exceptional people across engineering, sales, and GTM. Technical recruiting background preferred—you understand tech stacks, know which competitors to pull from, and have a developed mind map of the landscape.
- You work directly with founders. No committee. No approval chain. You source it, you sell it, you close it.
Requirements
- 6-10 years in recruiting, with experience scaling through rapid growth (Series A-C)
- 2+ years managing recruiting teams of 3+ people
- Technical recruiting background strongly preferred
- Experience building recruiting processes and systems that survive 10x growth
- Ability to source, sell, and close directly—not just manage
- Deep understanding of technical roles and talent landscape
- Based in San Francisco or willing to relocate
Nice to have
- Experience at companies that scaled from 30 to 200+ (not just repeated Series A stints)
- Background recruiting for AI-native or technical sales organizations
- Employer brand and recruiting content experience
- Experience building recruiting teams from scratch
Conditions
- Salary: $185,000–$250,000 + performance bonuses & equity
- Location: San Francisco, in-office
- Health, dental, and vision insurance
- Commuter benefits
- Team meals and snacks
Other
- 36 million businesses in America need insurance—it’s not optional. 77% are underinsured. 40% have no coverage at all. The distribution system failed them: too slow, too opaque, too confusing.
- Over 90% of commercial insurance is still human-led. We’re building the inverse: 90%+ AI-led, pushing toward the higher 90s. Not by patching legacy workflows—by building AI that makes humans more effective, improves the customer experience, and eliminates friction at every step.
- We’re adding ~1,000 customers per month. We’ve grown 100x since last year. We’re looking to do even more this year—and that’s why we’re hiring.
- To do that, we need to assemble one of the highest-caliber teams in the industry. That’s where you come in.
- You’ll be Harper’s first dedicated recruiting hire—building the talent function from the ground up while closing candidates yourself. You’ll build the systems that let Harper scale from 30 to 100+ without creating chaos—and you’ll think about what we need 24 months from now, not just today’s reqs.
- In 6-12 months, you’ll have built a repeatable recruiting machine that can handle 10x growth AND filled critical roles yourself. This is execution AND strategy.
- Close candidates yourself — Sourcing, screening, selling, closing engineering and GTM roles
- Build recruiting infrastructure for 10x scale — Repeatable sourcing strategies, structured interviews, calibrated scorecards that don’t break when we triple headcount
- Own technical recruiting — Understand the tech stack; evaluate whether an engineer is actually good
- Expand into GTM and operations — Once technical recruiting runs, build pipelines for sales/marketing/ops
- Partner with founders on hiring strategy — Push back when job specs don’t make sense; think 24 months ahead
- Build and lead a team — Hire and manage recruiters as we scale; set the bar for performance and velocity
- You’re a closer with a technical background (years recruiting engineers)
- You’ve scaled recruiting through rapid growth phases—not just early-stage setup, but the ebbs and flows of Series A through C
- You’ve built systems, not just filled roles—and you think about what breaks at 10x
- You have tenure and depth (2-3 year in-house stints where you saw real scale)
- You move at founder speed—close great candidates this week, not next month
- You can sell a trading floor culture (intense, loud, collaborative)
- You’re ready to own the function and build a team under you
- People screen — Initial fit and alignment
- Founder screen — Skills and culture fit
- Super day — See how you operate in real time
- If you’ve built recruiting infrastructure that scales and can close technical talent others can’t reach—send your resume and tell us about the hardest role you ever closed.