Satori Craft

Location: Remote! Experience: ~1–3 years in recruitment We’re building an HR-tech implementation + consulting firm. Stage: 0→1 . Very real, very early. In simple physics terms: Our growth = (quality of people we hire) × (speed at which we hire them) Your job is to make this equation work. What you’ll do Own the first 10–30 hires across consultants, analysts, and leads Set up a simple, sharp hiring engine – sourcing → screening → interviews → offers → onboarding Actively hunt : LinkedIn, referrals, communities, ex-colleagues, campuses Run high-signal screens – problem-solving, ownership, communication, culture fit Keep a clean pipeline – track roles, stages, and SLAs (even if it’s a spreadsheet at first) Share a short weekly view: roles, pipeline, blockers, your recommendations No forwarding-random-CVs. No zombie processes. Just focused, high-quality hiring. What good looks like (6 months) Our first 15–20 hires are keepers: strong, hungry, shipping work Critical roles close in 30–45 days , not 90 You have a repeatable system running – stages, scorecards, interview loops We can look at one sheet / dashboard and know exactly where we stand If this happens, a big chunk of the company’s trajectory will trace back to you. You’ll fit this if… You have 1–3 years of recruiting experience (agency or in-house) You enjoy the hunt and don’t wait for inbound You think in systems , not chaos – you like structure, tracking, iteration You write clear, no-fluff messages to candidates You want to grow into Head of TA / People as the company scales, not stay a coordinator This is not for you if… You want a big HR team and ready-made processes from day one You’re uncomfortable with numbers, tracking, and being accountable for outcomes You see recruitment as “sharing profiles” instead of building team quality