Senior Recruitment Manager

Requirements

What you'll actually be doing (besides drinking coffee)

• Own the whole hiring shebang: from "Where do we find people?" to "Yes, they signed."
• Hunt down the elusive perfect candidate (yes, the passive ones who don't reply to LinkedIn messages) and build pipelines that make competitors jealous
• Be the middle‑person between candidates and hiring managers—with lots of negotiation, gentle convincing, and maybe some pep talks
• Improve processes: tweak the ATS, refine interview loops, banish inefficiencies to the netherworld
• Probably mentor a few juniors who think "recruiting" is just posting jobs and waiting. Spoiler: it's not
• Keep data and hiring metrics in check because "gut feeling" only works until performance review
• Act as a walking, talking billboard for Flo Mattress culture: friendly, driven, disruptive, and maybe a little weird (in a good way)
  

What you should bring (spoiler: it's more than a CV)

• 8‑10 years of full‑cycle recruiting experience (agency + in‑house) ideally, especially hiring for mid & senior roles
• A Rolodex in your head (or network) - you know people, you reach out, you connect dots
• Solid negotiation skills (salary, offer, perks... everything)
• Great stakeholder management: hiring managers will lean on you; sometimes a lot. You'll need to keep your cool
• Comfort using recruitment tools & ATS, sourcing across channels (LinkedIn, job boards, referrals, etc.)
• Strong communication skills—written, verbal, and meme‑sharing (optional, but appreciated)
• Ability to juggle multiple roles, deadlines, "urgent hires," and occasional surprises like "we need someone by Monday."
  

Perks & bonuses (because you deserve some)

• Working with a fast‑growing D2C startup that actually listens when you suggest "let's improve this process."
• Sleep tech nerds & mattress perfectionists as colleagues - yes, you get to talk about foam, airflow, and support