Staff Recruiter

Responsibilities

Talent Strategy & Executive Partnership

Serve as a trusted talent advisor to senior leaders across Product and Business functions, influencing hiring strategies that align with organizational priorities and long-term workforce plans.

Translate market intelligence, competitive talent insights, and hiring data into actionable recommendations that help leaders make informed talent decisions.

Partner with leaders to anticipate future talent needs, assess organizational gaps, and develop proactive hiring plans before openings arise.

Challenge assumptions, provide thoughtful perspective on talent availability and market dynamics, and influence hiring decisions through data and expertise.

 
Recruiting Excellence & Process Leadership
•  Lead end-to-end hiring for critical and high-impact roles, ensuring an exceptional experience for candidates and hiring teams.

• Continuously evaluate and improve interview frameworks, assessment methodologies, and hiring processes to increase quality, consistency, and efficiency.

• Drive calibration across interview teams, establish best practices for evaluation, and elevate hiring rigor through structured interviewing and competency-based assessments.

• Leverage AI-enabled recruiting tools and automation to improve recruiter productivity, streamline workflows, and enhance decision-making.

• Analyze recruiting metrics and funnel health to identify trends, uncover opportunities, and recommend improvements that drive stronger hiring outcomes.

 

Market Intelligence & Talent Mapping

• Develop deep expertise across key talent markets, maintaining a strong understanding of competitive landscapes, emerging skill sets, compensation trends, and organizational structures.

• Conduct talent mapping and succession-oriented research to help leaders understand available talent pools and long-term hiring opportunities.

• Build and execute sophisticated sourcing strategies that leverage multiple channels, industry networks, referrals, events, and direct outreach to engage top talent.

• Regularly brief leaders on market conditions, talent availability, and competitive hiring activity to inform workforce planning decisions.

 

Inclusive Hiring & Talent Attraction

Embed inclusive hiring practices throughout the recruiting lifecycle, ensuring interview processes, candidate evaluations, and hiring decisions are structured, equitable, and focused on identifying the strongest talent.

Partner with talent communities, professional organizations, and strategic sourcing channels to expand access to underrepresented talent and strengthen pipeline diversity.

Champion a thoughtful and consistent candidate experience that reflects Hinge's values and employer brand.

 

Talent Brand & Candidate Experience

Act as an ambassador for Hinge, articulating our mission, culture, and value proposition in a compelling and authentic way.

Partner with cross-functional stakeholders to strengthen employer branding initiatives and attract exceptional talent.

Build meaningful relationships with candidates, creating a high-touch experience that fosters engagement throughout the hiring process.

 

Offer Strategy & Stakeholder Management

Guide leaders through complex hiring decisions, balancing candidate experience, business priorities, market realities, and internal equity considerations.

Develop competitive offer strategies informed by compensation benchmarks, internal parity, and candidate motivations.

Build strong partnerships across Talent Acquisition, People, Compensation, and business leadership teams to ensure alignment throughout the hiring process.

Influence without authority, navigate ambiguity, and drive alignment among diverse stakeholders to achieve hiring goals.

 

 

What We're Looking For

8+ years of full-cycle recruiting experience, including significant experience supporting Product, Business, or technical organizations in high-growth environments.

Demonstrated success partnering with senior leaders and influencing hiring decisions through data, market expertise, and strategic consultation.

Proven ability to develop and execute talent strategies for complex or business-critical hiring initiatives.

Strong sourcing and talent mapping capabilities, with experience identifying and engaging passive talent across competitive markets.

Expertise in structured interviewing, assessment design, hiring process optimization, and recruiter enablement.

Experience leveraging recruiting analytics to identify trends, solve problems, and drive continuous improvement.

Strong business acumen with the ability to connect talent decisions to organizational objectives.

Excellent communication and stakeholder management skills, with the ability to build credibility and trust across all levels of an organization.

Experience utilizing modern recruiting technologies, sourcing platforms, and AI-enabled recruiting tools.

Familiarity with ATS platforms such as Greenhouse, Lever, or Workday.

 

Preferred

Experience recruiting within consumer technology, marketplace, mobile-first, or high-growth technology companies.

Experience influencing hiring strategy across multiple business functions and seniority levels.

Knowledge of New York compensation practices and geographic pay considerations.