Recruiter, Cyberhaven

• We're looking for someone excited by that mix of ownership, learning, and building
• 3+ years of prior in-house recruiting experience at fast-growing startups
• A track record of owning searches and building process as you go in a fast-moving, resource-lean environment
• A strong sourcing foundation: you know how to research a market, find great people, and build relationships through thoughtful outreach
• Curiosity to learn unfamiliar roles and what makes someone successful in them. You don't need to have recruited every function we support, but you're flexible enough to support hiring across the board
• The ability to understand candidates' motivations, build trust, and help them navigate career decisions
• Clear, thoughtful communication with candidates, hiring partners, and teammates
• Strong follow-through and organization: you keep people informed, details accurate, and searches moving
• Good judgment about when to take initiative, ask for help, or flag a problem
• Resourcefulness and real excitement about using AI to change how recruiting gets done, with hands-on experience applying AI tools (Claude, Juicebox, or similar) to sourcing, screening, or workflow automation

Desirable

• We are hiring a Talent Partner to own full-cycle recruiting at Cyberhaven, across the business, from GTM, Operations, and G&A to Engineering, Product, and beyond. You'll join a lean global talent team, so you'll work across functions and geographies
• You'll own searches from intake through close, learn what makes each team successful, build a point of view on the talent market, and help our leaders make thoughtful hiring decisions
• You'll also shape how we recruit. We run an AI-driven talent function, and you'll be expected to build with Claude and other AI tools every day: automating sourcing, screening workflows, reporting, and candidate communication, then sharing what works with the team
• Lead full-cycle recruiting from intake through offer and close, keeping searches organized and moving
• Partner with hiring managers to define what great looks like, calibrate early, and set realistic expectations on timing, compensation, and the market
• Run thoughtful screens that assess experience, skills, and motivation, and give hiring teams clear, specific recommendations
• Manage interview loops, keep feedback timely, and give candidates an honest view of the role and where they stand
• Understand what matters to each candidate and guide offer and closing conversations
• Build targeted outbound pipelines using LinkedIn Recruiter, Juicebox, research, and your own growing network
• Get creative about where you look and how you identify strong talent, especially when the obvious approach isn't working
• Write personalized outreach that gives someone a real reason to respond
• Stay connected with strong candidates beyond a single opening and build relationships we can return to as Cyberhaven grows
• Learn how our teams operate, what they're trying to accomplish, and how each hire contributes
• Turn market research and candidate conversations into useful advice for hiring managers
• Speak up when scope, level, compensation, or the interview process is getting in the way of a successful search, and recommend a path forward
• Own your recruiting process end to end, including pipeline data and reporting, from intake through close
• Use Claude and other AI tools daily to research, source, screen, schedule, and improve recruiting workflows. Build agents, prompts, and automations that remove manual work, and share what works with the team
• Use pipeline data to understand what's working, spot bottlenecks, and adjust your approach
• Keep Ashby accurate and up to date so the team can trust the pipeline and reporting
• Lead projects across referrals, employer branding, tooling, structured interviewing, and candidate experience