Recruiter, Sift

• 4+ years of years of experience sourcing top-tier talent for software engineering roles and other non-technical roles in a high-growth startup environment
• Skilled at managing large volumes of concurrent pipelines with a sharp understanding of pipeline health, prioritization, and trade-offs between competing requisitions
• In-depth understanding of technical skills, terminology, and industry trends, with the ability to provide strategic insights
• Strong communication skills, with the ability to write crisp outreach and facilitate thoughtful candidate conversations
• Operational excellence—organized, detail-oriented, and fluent in scheduling, coordination, and recruiting metrics
• A proactive, low-ego teammate who leads with empathy, urgency, and a candidate-first mindset
• A self-starter who’s eager to own outcomes and build systems from the ground up
• Someone who thrives in high-trust, fast-paced environments and wants to leverage their experience and drive to be an instrumental part of scaling a high-performance company
• A recruiting generalist with the ability to balance sourcing excellence with process improvement and stakeholder management

Desirable

• As our third recruiter at Sift, you’ll play a foundational role in scaling our high-performing team
• You’ll be the driving force behind sourcing, engaging, and closing exceptional talent across technical and go-to-market functions—ensuring we hire the right people, faster
• In this role you’ll have the autonomy to design and execute sourcing strategies focused on the identification, engagement, and nurturing of top-tier technical, non-technical, and leadership talent for priority roles
• You will build and manage talent pipelines, surface hard-to-find candidates, and ensure a world-class experience at every stage of the process
• This is an opportunity to help build a fast growing start-up, gain exposure to every function of a growing company, and shape the foundation that will power Sift’s next phase of growth
• Serve as a subject matter expert in current sourcing strategies- leveraging network-building, data-driven prospecting, and tooling to identify and engage top talent
• Build and maintain pipelines of passive talent through platforms like LinkedIn Recruiter, Ashby ATS, AI tools, referral campaigns, and targeted outreach strategies
• Manage multiple requisitions and pipelines simultaneously, assessing pipeline health, prioritizing efforts, and reallocating focus as business needs evolve
• Develop dynamic talent maps and market insights to inform engagement strategies and workforce planning