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Blee is an AI-first marketing content compliance platform trusted by PayPal, NerdWallet, and Brex. Founded by an ex-Adobe marketing ops leader and former lawyer, the company is defining a new category across Fintech, Financial Services, CPG, Travel, and Life Sciences. The company is YC-backed with offices in San Francisco and New York.
You will be Blee's first dedicated Senior Recruiter, owning full-cycle hiring for engineering and go-to-market (GTM) teams. You report to the Head of Talent & People and work directly with the CEO, engineering, sales, and hiring managers on every role you own.
Key responsibilities include:
- Own full-cycle hiring: Run intake calibration with hiring managers, then own sourcing, screening, interview loops, offers, and close for engineering and GTM roles. You are accountable for role outcomes, not just activity.
- Source proactively: Build pipeline through outbound, referrals, networks, and communities. Use AI tools to find, research, and prioritize candidates faster.
- Own candidate experience: Every touchpoint from first reply to day one should feel fast, clear, and respectful. Every candidate gets timely updates and real feedback, including declines.
- Run the process: Set up interview loops, scorecards, calibration sessions, and decision timelines with hiring managers so the process moves without chasing.
- Close: Lead compensation conversations within band with the Head of Talent & People, handle objections, and win candidates against competing offers.
- Advise hiring managers: Push back on unclear job reqs, unrealistic timelines, and slow feedback. Tell managers what the market looks like before they find out the hard way.
- Build the data layer: Define and track funnel metrics like source mix, stage conversion, time to fill, time to offer, offer acceptance rate, and candidate satisfaction. Turn them into a weekly view leadership can act on.
- Build with AI: Use LLMs and automation for sourcing, outreach, screening, scheduling, and reporting. Know where they produce bad output and where human judgment has to stay in the loop.
- Help define the function: Build the playbooks, templates, and tooling stack. What you build here is what the next recruiters inherit.
You are a closer who has owned offers and can read hesitation in a candidate's voice. You are data-minded, measuring your own funnel and changing your approach when the numbers say to. You are AI-fluent, having built a workflow, prompt, or agent that removed real recruiter hours. You are a process builder who has stood up or substantially rebuilt a hiring process. You are candidate-obsessed, treating every candidate as a future customer, referrer, or hire. You are technically literate, able to hold real conversations with engineers about the stack and with sales leaders about quota and territory. You are comfortable being first, with no playbook, no predecessor, and a lot of latitude to decide how this works.
Blee values in-person collaboration but is open to remote for the right person. Expect bi-annual off-sites and the chance to spend time in other offices when it matters.
Requirements:
- 8 or more years in recruiting, including at least several years owning full-cycle hiring for technical and GTM roles at a B2B SaaS company or high-growth startup
- A track record of filling senior roles on tight timelines, with hiring metrics you can walk through
- Evidence of process or data work: dashboards, funnel reporting, ATS configuration, or a process you rebuilt with measurable results
- Hands-on experience with AI tools in recruiting, with a clear point of view on where they help and where they don't
- Experience running an applicant tracking system (Ashby experience is a plus)
- Ability to sell the company to senior candidates while holding a firm line on compensation
