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Salary: USD 155,000 - 200,000 / annual
Stand is building a new class of global property protection using advanced physics and AI to model catastrophic risk at the asset level, then automate underwriting and mitigation before loss occurs. The company's leadership includes former successful founders and CEOs from Metromile, PolicyGenius, WePay, and HotelTonight.
As Senior Recruiter, you will build Stand's in-house recruiting function from the ground up, moving away from expensive external agencies to a self-sourced, high-velocity recruiting engine. You'll own full-cycle recruiting across nearly every function at Stand—technical, insurance, business, and leadership roles—holding 12–15 complex, specialized reqs simultaneously.
Your core mission is to establish four pillars: (1) a self-sourced pipeline using direct outreach, LinkedIn Recruiter, and referrals as the default; (2) a hiring standard with role scorecards and formal interview panels built once and reused; (3) speed without shortcuts, automating repetitive processes to cut time-to-hire by 20% while maintaining quality; and (4) an exceptional candidate and hiring manager experience that drives strong offer acceptance and high satisfaction ratings.
In your first 30 days, you'll calibrate with every hiring manager on open roles, launch self-sourced pipelines across your full req load, and ship the first role scorecards. By month three, you'll be holding and closing 12–15 complex reqs with active pipelines and strong hires. By month six, you'll have cut average time-to-hire by 20%, sourced 85%+ of hires directly, deployed 5+ standardized scorecards and interview panels, and achieved 90%+ hiring-manager satisfaction with a 4.5/5 candidate-experience rating.
You'll partner closely with leaders across Product, Engineering, Underwriting, Market, and business functions. This is a builder role measured by who joins Stand, how fast they join, and how well they perform once here. The team is in-person in San Francisco.
REQUIREMENTS:
- 5+ years running full-cycle recruiting end to end (sourcing through close) across technical, insurance, and business roles
- Proven in-house sourcing: you find and engage strong passive candidates directly without relying on agencies or external sourcers
- Experience recruiting at growth-stage startups, holding 12–15 reqs and moving fast under ambiguity
- Track record of driving time-to-hire down and cost-to-hire under benchmark while maintaining durable pipelines for recurring roles
- Hands-on use of automation and AI tools to run a high req load efficiently (sourcing, outreach, scheduling, pipeline reporting); you've built or set up workflows yourself, not just used pre-configured features
- Ability to build trust with engineering, product, and business leaders, calibrate fast, and stand up scorecards and interview panels with them
- Consistent inclusive outbound sourcing that builds broad, high-quality candidate pools
NICE-TO-HAVE:
- Experience recruiting for insurance, underwriting, or other specialized or regulated functions
- Strong closing skills that land top candidates at target comp with high candidate-experience ratings
- Experience building a recruiting function from scratch or taking one in-house from agencies
