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Kaizen Labs is a government technology company founded in 2022 that replaces legacy federal systems with modern software. The company has raised $35M from NEA, a16z, Accel, and others, and is scaling rapidly—revenue grew 35x this year, and their software will serve over 100 million Americans across dozens of federal agencies next year. The company is headquartered in New York City and Washington, DC, and is growing from ~50 to 100 people.
As a Recruiter, you will own the full-cycle recruiting process for technical and go-to-market roles. You'll be responsible for proactive sourcing and engagement of passive candidates using creative strategies, market mapping, professional networks, and direct outreach on platforms like LinkedIn and GitHub. You'll manage all stages from candidate identification through offer close, including screening, interview facilitation, feedback discussions with hiring managers, and onboarding support.
Key responsibilities include: building your own AI tooling (agents, Claude workflows) to map markets and surface candidates that standard tools miss; writing outreach that gets responses and growing inbound from target candidates; owning candidates from first touch through close, running your own screens, selling the role, and closing offers (with senior support on difficult cases); partnering with hiring managers to scope roles, design interview loops, and maintain hiring bar; and contributing ideas to improve recruiting processes as the company scales.
You'll work directly with co-founders and hiring managers across the company, with real creative freedom in how you find talent. The role is hybrid: four days per week in the NYC office or three days per week (Tues–Thurs) in the DC office. Candidates must be able to commute to one of these cities.
REQUIREMENTS:
- 3+ years of recruiting experience, either in-house at a high-bar company or at an agency, with a proven track record of closing passive candidates
- Outbound sourcing instincts; ability to map a market from scratch and proactively find people rather than waiting for inbound applications
- Hands-on AI tooling experience; you've built your own workflows or agents for sourcing beyond standard tools
- Ability to identify exceptional talent that isn't obvious on paper, backed by sound judgment and evidence
- High emotional intelligence; ability to engage skeptical passive candidates, earn hiring manager trust, and know when to push vs. listen
STRONG CANDIDATES MAY ALSO HAVE:
- Experience recruiting at a tech startup through a period of fast growth
- Govtech or federal hiring experience
- Experience recruiting for both GTM and technical roles
