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TYPE OF WORK
Full Time
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SALARY
$1400/month
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HOURS PER WEEK
40
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DATE UPDATED
Apr 8, 2026
Full-Time | US PST hours | WFH
We are looking for a highly organized and execution-driven Recruiter to own the end-to-end recruiting process and help build scalable hiring systems for a fast-growing eCommerce company.
This is a hybrid strategic and operational role focused on both recruiting execution and process building.
What You Will Do:
• Manage full-cycle recruiting (sourcing, screening, scheduling, and offer coordination)
• Build proactive talent pipelines for recurring and high-priority roles
• Source candidates beyond job boards (LinkedIn, referrals, outreach)
• Conduct structured screening interviews assessing skills and culture fit
• Build and improve hiring processes, SOPs, and workflows
• Maintain ATS and pipeline tracking (ClickUp or similar tools)
• Collaborate with hiring managers and provide regular updates
• Track hiring metrics and identify process improvements
Requirements:
• 3+ years of full-cycle recruiting experience (startup, DTC, or eCommerce preferred)
• Experience managing multiple roles and pipelines simultaneously
• Strong ATS/CRM experience (ClickUp, Greenhouse, Lever, etc.)
• Excellent written and verbal communication
• Highly organized, process-driven, and detail-oriented
• Strong ownership and ability to work independently
Nice to Have:
• Experience building hiring systems or SOPs
• Familiarity with structured hiring frameworks
• Experience hiring for marketing, creative, or technical roles
Please send your resume and answer the questions below
1. Have you managed multiple open roles across different departments simultaneously? If yes, what was the maximum number of open roles you handled at one time?
2. Briefly describe a hiring process or recruiting system you built or significantly improved. What was broken, and what did you change?
3. When managing 5+ open roles at once, how do you prioritize and ensure nothing falls through the cracks?
4. Beyond job boards, what sourcing strategies have you personally used to find strong candidates?
5. Describe a time you had to push back on a hiring manager to protect candidate quality or process integrity. What happened?
6. This role requires proactive pipeline building before roles become urgent. Have you built talent pipelines for future hiring needs before a role officially opened? If yes, briefly explain your approach.
