Senior Recruiter

Description

The company uses physics and AI to model catastrophic risk for each individual property, then automates underwriting and mitigation before a loss happens.

Insurance is the current way the company delivers its work. The core asset is a scalable risk engine that it calls the company World Model.

Traditional insurers price losses after they occur, relying on rough proxies, historical data and manual steps. The company simulates real catastrophes at the property level, turns the results into decisions, and automates the surrounding business.

The leadership team has built earlier companies and brings decades of experience in underwriting, capital management and reinsurance.

The company aims to grow without adding staff at the same rate, so every hire needs to be exceptional. This role builds the recruiting engine that makes that possible.

Responsibilities

• Run full-cycle recruiting from sourcing through close for complex, specialized and leadership roles across technical, insurance and business functions.
• Find and reach out to passive candidates directly through outreach, LinkedIn Recruiter and referrals, rather than through agencies.
• Keep warm pipelines ready for recurring roles before their requisitions open.
• Work with engineering, product and business leaders to write role scorecards and formal interview panels that future searches can reuse.
• Automate repetitive hiring steps and reduce time-to-hire across the company without lowering the bar.
• Give candidates and hiring managers a fast, clear and respectful process, and help close strong candidates at target pay.
• Partner with leaders in Product Engineering, Underwriting, Market Leads and business functions. The role is in person in San Francisco.
• First 30 days: calibrate with each hiring manager on your open roles and get self-sourced pipelines running across your full req load.
• First 3 months: hold and close 12, 15 complex, specialized and leadership reqs at once, each with an active self-sourced pipeline and hires that hiring managers rate as strong. Build every search from a broad, inclusive pool through outbound sourcing.
• First 6 months: cut average time-to-hire by 20%, make direct outreach, LinkedIn Recruiter and referrals the source of 85%+ of hires, have 5+ standardized scorecards and interview panels in use, and reach 90%+ hiring-manager satisfaction and a 4.5/5 candidate-experience rating.

Requirements

• Required: at least 5 years of end-to-end full-cycle recruiting across technical, insurance and business roles.
• Required: a proven record of sourcing and engaging strong passive candidates in-house, without agencies or outside sourcers.
• Required: experience at growth-stage startups, holding 12, 15 reqs and moving quickly when the picture is unclear.
• Required: a track record of reducing time-to-hire and cost-to-hire below benchmark while keeping durable pipelines for recurring roles.
• Required: hands-on experience building your own automation and AI workflows for sourcing, outreach, scheduling and pipeline reporting, not just using settings someone else configured.
• Required: the ability to earn the trust of engineering, product and business leaders, calibrate fast, and set up scorecards and interview panels with them.
• Required: consistent outbound sourcing that produces broad, high-quality and inclusive candidate pools.
• Nice-to-have: recruiting experience in insurance, underwriting or other specialized or regulated functions.
• Nice-to-have: a strong closing record that lands top candidates at target pay with high candidate-experience ratings.
• Nice-to-have: experience building a recruiting function from scratch or moving one from agencies in-house.
• Not a fit if your experience relies mostly on agencies or external sourcers for the top of the funnel.
• Not a fit if you have mainly worked on high-volume, standardized roles rather than complex, specialized or leadership searches.
• Not a fit if you want a finished recruiting function to join. In the first year you will build the process while running it.

Conditions

Base salary for full-time employees in this role is $155,000 to $200,000, plus a meaningful equity grant.

Pay depends on several factors, including qualifications, the location where the work is done, internal equity and market data.

Work authorization: you must be authorized to work in the U.S. The company does not sponsor new work visas but will consider candidates on TN visas, O-1A visas, or H-1B transfers with at least three years remaining.

The company expects thoughtful use of AI. Be ready to explain how you use AI, how you judge its output, and how it shapes your work, while showing clear communication and sound judgment.

Some interview stages assess independent thinking, communication and problem solving. If you plan to use an AI assistant or LLM in any part of the process, discuss it with your interviewer in advance.

Benefits

• Above-market health, dental and vision coverage
• Weekly lunch stipend
• Flexible time off and holidays
• 401(k) plan
• Commuter benefits
• PAT and MAT leave
• Disability coverage, both short-term and long-term
• Monthly team gatherings
• In-office perks