New York or Remote /
Over the last 15 years, companies like AWS, Stripe, and Twilio have helped developers offload anything not core to their apps so they can focus on what matters to their users. Despite a lot of progress in developer tooling, most developers still roll their own authorization. At Oso, we're building the first batteries-included library for authorization so developers don't have to roll it on their own ever again.
To deliver on our vision we need to grow the team a lot. And to grow the team we are hiring our first recruiter. This person will report to the founder/CEO and work closely with him to more than triple the size of the company while continuing to raise the bar.
What you'll do
- Build and own the end-to-end recruiting process for all roles
- Source candidates from all the usual places, but also experiment with creative approaches to finding new sources of candidates
- Prioritize creating a candidate pipeline that is as diverse as we plan for our team to be
- Be a partner in the recruiting forecast and be accountable to our recruiting targets
- Measure and report on our funnel; conduct ad hoc analyses to identify trends and gaps, and diagnose issues
- Identify ways to raise the bar on who joins the team
- Give candidates every reason to speak well of Oso, regardless of the decision outcome
Who you are
- You're an owner. You're accountable to the recruiting number and quality of the team over the process. You prioritize the company's success over the success of any one project.
- You like to ship. You get satisfaction from putting candidates in the pipeline over formulating the perfect process. You prioritize speed over explicit permission, and a calculated risk over further analysis.
- You're for the makers. You understand our user base, developers – which in many cases overlaps with our candidate base – and can articulate our vision to candidates.
- You give and take feedback. You seek out critical feedback. You have the courage to give critical feedback to others.
- You pierce your echo chamber. You get that building a diverse team is not about hitting a quota, it's about building a diverse set of inputs so we get to better outputs. You ask questions, and look for your blind spots by talking to people who aren't like you.
- You're always learning. You have a history of practice and expansion. You're not afraid to take something on just because you don’t know how to do it yet.
- You can see your team as people. You have their backs and cheer them on.
- Recruiting experience at a startup
- Full lifecycle candidate management including identification, interview preparation and closing
- Ability to qualify candidates on basic technical bar and fit
Nice to have
- Experience at an infrastructure technology company
Oso is an equal opportunity employer. All applicants will be considered for employment regardless of race, color, national origin, religion, sex, age, disability, sexual orientation, gender identity, veteran or disability status.