Blee Senior Recruiter at Blee owns full cycle hiring for engineering and go-to-market teams, building processes and data for predictable hiring. This role uses AI tools for sourcing and manages candidate experience from first contact to onboarding.
Responsibilities
Blee is hiring its first dedicated Senior Recruiter to own hiring end to end for our engineering and go to market (GTM) teams. You will run the full cycle from the first sourcing touch to the signed offer, own the candidate experience from first reply to day one, and build the process and data that make our hiring predictable. You will report to the Head of Talent & People and work directly with the CEO, engineering, sales, and hiring managers on every role you own.
Our hiring is growing faster than our process. You are the person who turns that into a system we can measure and improve.
Own full cycle hiring: Run intake calibration with hiring managers, then own sourcing, screening, interview loops, offers, and close for engineering and GTM roles. You are accountable for role outcomes, not just activity.
Source proactively: Build pipeline through outbound, referrals, networks, and communities, not only inbound applicants. Use AI tools to find, research, and prioritize candidates faster.
Own the candidate experience: Every touchpoint from first reply to day one should feel fast, clear, and respectful. Every candidate gets timely updates and real feedback, including the ones we decline.
Run the process: Set up interview loops, scorecards, calibration sessions, and decision timelines with hiring managers so the process moves without chasing.
Close: Lead compensation conversations within band with the Head of Talent & People, handle objections, and win candidates against competing offers.
Advise hiring managers: Push back on unclear job reqs, unrealistic timelines, and slow feedback. Tell managers what the market looks like before they find out the hard way.
Build the data layer: Define and track funnel metrics like source mix, stage conversion, time to fill, time to offer, offer acceptance rate, and candidate satisfaction. Turn them into a weekly view leadership can act on.
Build with AI: Use LLMs and automation for sourcing, outreach, screening, scheduling, and reporting. Know where they produce bad output and where human judgment has to stay in the loop.
Help define the function: Build the playbooks, templates, and tooling stack. What you build here is what the next recruiters inherit.
Qualification
A closerData mindedAI fluentA process builderCandidate obsessedTechnically literateComfortable being first8+ or more years in recruitingEvidence of process or data work
Required
A closer: You have owned offers, you can read hesitation in a candidate’s voice, and you know how to resolve it.
Data minded: You measure your own funnel and change your approach when the numbers say to.
AI fluent: You have built a workflow, prompt, or agent that removed real recruiter hours, and you can explain where it failed.
A process builder: You have stood up or substantially rebuilt a hiring process, not only run someone else’s.
Candidate obsessed: You treat every candidate as a future customer, referrer, or hire, including the ones who don’t get an offer.
Technically literate: You can hold a real conversation with an engineer about the stack and with a sales leader about quota and territory.
Comfortable being first: No playbook, no predecessor, and a lot of latitude to decide how this works.
8+ or more years in recruiting, including at least 5 years owning full cycle hiring for technical and GTM roles at a B2B SaaS company or high growth startup
A track record of filling senior roles on tight timelines, with hiring metrics you can walk us through
Evidence of process or data work: dashboards, funnel reporting, ATS configuration, or a process you rebuilt with measurable results
Hands on experience with AI tools in recruiting, with a clear point of view on where they help and where they don’t
Experience running an applicant tracking system. Ashby experience is a must, since that is what we use
