• Run business hiring end-to-end: from first convo to offer across GTM, Ops, and whatever comes next. • Source a lot: outbound is the job (for now). You’ll build pipeline, keep candidates warm, and follow up like your life depends on it. • Keep momentum: you won’t let things drag. You’ll chase feedback, unblock decisions, and keep great candidates moving through the process. • Work closely with hiring managers: help us get clear on what we actually need, build sensible interview plans, and keep the bar high. • Treat candidates well: fast process, clear comms, no disappearing acts. Even a “no” should feel respectful. We want people to leave interviews with a takeaway, not just a no. • Tighten how we hire: scorecards, calibration, better feedback. Just enough structure to make good decisions without slowing everyone down. • Build our employer brand: we’ll need to earn it. You’ll help us show up more through content, community, events, intros, whatever works. • Feed back what you’re seeing with data: comp expectations, candidate feedback, where we’re losing people, and what we should change.