HR Generalist

What you'll actually do:

• Build a recruitment engine that finds exceptional people before they're looking. The best talent doesn't apply to job boards.
• Design interview processes that actually predict performance. No brain teasers. No culture fit theater. Real signal on whether someone can do the work.
• Create candidate experiences that close deals. Top talent has options. They should leave our process wanting to work here, even if we pass.
• Own the full cycle. Sourcing, screening, coordinating, closing. Plus the unglamorous parts: ATS management, offer letters, background checks.
• Partner with team leads who've never hired before. Teach them to spot excellence without turning them into full time recruiters.
• Handle HR operations on the side, employee onboarding & activation. Important but not your main focus.

Requirements

• You've recruited for startups that went from 25 to 200+. You know the difference between hiring at each stage.
• You can spot potential, not just pedigree. Some of our best people came from unexpected backgrounds.
• You move fast without compromising standards. We'd rather have an open role for three months than make a bad hire.