Conversion - Founding Recruiter — AI-Native B2B Marketing Platform | Series A | San Francisco

Marketo and HubSpot built the marketing automation category twenty years ago. The companies winning in B2B today have outgrown them — and one platform is becoming the obvious replacement.

This is not a coordination role. It's not a "partner with the head of recruiting" role. There is no head of recruiting — that's you, eventually. You'll own full-cycle recruiting across both engineering and GTM with a heavy emphasis on proactive outbound sourcing, build the infrastructure that makes the function repeatable, and partner directly with the founders on every hire that shapes this company's next chapter.

• Full-cycle recruiting across engineering and GTM — sourcing, screening, offer strategy, and close — with top-of-funnel as the primary lever
• Direct partnership with the founders to define roles, create job descriptions, and build hiring strategies from a blank page
• Recruiting infrastructure stood up from zero: Ashby ATS configuration, Calendly workflows, Slack channels, interview processes, scorecards, and documentation
• External agency management — calibrating them on ideal profiles and holding them accountable to quality
• Constant iteration on what's working — new sourcing tools, AI-forward outreach workflows, enrichment data (Clay, Juicebox, Harmonic) — optimizing every stage of the pipeline
• The conviction to push back on hiring managers with data when the bar needs to move

They are replacing the legacy marketing automation stack — Marketo, HubSpot, the tools that weren't designed for how modern B2B companies actually buy and grow. Their platform is AI-native from the ground up, letting revenue teams run their entire go-to-market motion in one place with AI agents handling the heavy lifting. The product is already trusted by over 5,000 businesses. The Series A is closed. The trajectory is clear.

• 2–5 years of full-cycle recruiting across both technical and GTM roles at startups — you've owned engineering searches and commercial searches, not just one side
• Startup experience from Seed to Series B — you know what it feels like when the process doesn't exist yet and you're building it mid-flight
• Heavy outbound sourcing orientation — you find candidates, not the other way around. If your pipeline depends on inbound applicants, this isn't the right environment
• Ashby proficiency (or similar ATS) and hands-on experience with AI enrichment and sourcing tools: Clay, Juicebox, Harmonic, LinkedIn Recruiter
• Experience managing external recruiting agencies — calibrating them, evaluating output quality, and holding them accountable
• The conviction to have a point of view and push back on hiring managers with data when the hiring bar needs to be defended
• Based in San Francisco, ready to be onsite five days a week
• A polished, professional LinkedIn presence — this is a founding, highly client-facing role and how you show up publicly matters

The best recruiting jobs at early-stage companies are rare — where the function doesn't exist yet, the founders are engaged in every hire, and the person who builds it gets to define what great looks like. This is one of those seats. At a company with 5,000+ customers, $28M in the bank, and a product that's genuinely changing how B2B marketing works, the founding recruiter who joins now will have their fingerprints on every hire between here and Series B.