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Recruitment Lead Jobs (NOW HIRING)

Harper Group

Recruiting Lead

San Francisco, CA · On-site

$150K - $200K/yr

Recruiting Lead Harper is an AI-native commercial insurance company in San Francisco. We're not bolting AI onto insurance - we're rebuilding the entire business as software, on a simple bet: turning ...

Flex

Recruiting Lead

Concord, NC · Remote

$150K - $250K/yr

The Role We're hiring a Recruiting Lead to own hiring across our core business functions: GTM, operations, finance, and leadership, while also owning the infrastructure that shapes how Flex hires at ...

Flex

Recruiting Lead

The Role We're hiring a Recruiting Lead to own hiring across our core business functions: GTM, operations, finance, and leadership, while also owning the infrastructure that shapes how Flex hires at ...

Kanak Elite Services Inc

Data Analyst

Sattley, CA · On-site

Hello There, My name is Himanshu Sharma , and I serve as the Recruitment Lead at Kanak-IT INC. I am reaching out to share an excellent career opportunity for the role of Data Analyst with our ...

Kanak Elite Services Inc

UI Developer

New York, NY · On-site

$54.75 - $71/hr

My name is Himanshu Sharma , and I serve as the Recruitment Lead at Kanak-IT INC. I am reaching out to share an excellent career opportunity for the role of UI Developer with our esteemed client. If ...

WellTheory

Recruiting Lead

$130K - $155K/yr

About the Role We're looking for a Recruiting Lead, reporting to our Head of People, to own full-cycle recruiting across the company as we scale. You'll be the driving force behind how we find ...

Kanak Elite Services Inc

AWS DevOps Engineer

Richmond, VA · On-site

$52.25 - $71.50/hr

Hello There, My name is Himanshu Sharma , and I serve as the Recruitment Lead at Kanak-IT INC. I am reaching out to share an excellent career opportunity for the role of AWS DevOps Engineer with our ...

Kanak Elite Services Inc

Junior .NET Developer

Pine Brook, NJ · On-site

$68K - $89K/yr

Hello There, My name is Himanshu Sharma , and I serve as the Recruitment Lead at Kanak-IT INC. I am reaching out to share an excellent career opportunity for the role of Jr. .NET Developer with our ...

Kanak Elite Services Inc

Mainframe IMS and CICS

Wilmington, DE · On-site

$47.50 - $61.25/hr

Hello There, My name is Himanshu Sharma , and I serve as the Recruitment Lead at Kanak-IT INC. I am reaching out to share an excellent career opportunity for the role of Mainframe Developer with our ...

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All JobsRecruitment Lead Jobs

Recruitment Lead information

See salary details

$26K

$93.8K

$174K

How much do recruitment lead jobs pay per year?

As of Aug 9, 2026, the average yearly pay for recruitment lead in the United States is $93,827.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,500.00 and $133,500.00 per year, depending on experience, location, and employer.

What does a recruitment lead do?

A Recruitment Lead is responsible for overseeing the recruitment process within an organization. This role involves managing a team of recruiters, developing effective hiring strategies, coordinating with department heads to understand staffing needs, and ensuring a positive candidate experience. Recruitment Leads also analyze hiring metrics, implement best practices, and often handle the recruitment of senior or specialized roles. Their goal is to ensure the organization attracts and hires top talent efficiently.

How does a recruitment lead typically collaborate with hiring managers and other stakeholders during the recruitment process?

A Recruitment Lead acts as the central point of coordination between hiring managers, HR teams, and sometimes external agencies. They work closely with hiring managers to understand role requirements, advise on sourcing strategies, and create effective job descriptions. Throughout the recruitment process, the Recruitment Lead facilitates candidate selection meetings, provides market insights, and ensures timely communication between all parties. This collaborative approach helps streamline hiring, align expectations, and improve the overall candidate experience.

What are the key skills and qualifications needed to thrive as a recruitment lead, and why are they important?

To thrive as a Recruitment Lead, you need expertise in talent acquisition, interviewing, and workforce planning, typically backed by experience in recruitment or human resources and a relevant degree. Familiarity with applicant tracking systems (ATS), HR management software, and sourcing platforms like LinkedIn Recruiter is essential. Strong leadership, negotiation, and relationship-building skills set top candidates apart in this role. These skills ensure effective team management, successful talent placement, and alignment with organizational hiring goals.
More about Recruitment Lead jobs
What are the most commonly searched types of Recruitment Lead jobs? The most popular types of Recruitment Lead jobs are:
What states have the most Recruitment Lead jobs? States with the most job openings for Recruitment Lead jobs include:
Recruitment Lead jobs near you
Infographic showing various Recruitment Lead job openings in the United States as of August 2026, with employment types broken down into 87% Full Time, 10% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $93,827 per year, or $45.1 per hour.

Recruiting Lead

Harper Group

San Francisco, CA • On-site

$150K - $200K/yr

Full-time

Medical, Dental, Vision

Re-posted 20 days ago

Job description

Recruiting Lead
Harper is an AI-native commercial insurance company in San Francisco. We're not bolting AI onto insurance - we're rebuilding the entire business as software, on a simple bet: turning expert human judgment into compute is one of the largest transitions left to make, and a trillion-dollar industry still run 90% by hand is the place to prove it. We've grown ~100x in the last year and we move at that speed - on-site, in person, long days, very high standards. Almost no one joins Harper for insurance; they join to build the company that replaces how it works.
The role in one line
You are Harper's first dedicated recruiting hire. You source, sell, and close exceptional people yourself this week - and you build the function that lets Harper go from ~30 to 100+ without losing the bar.
Why this role exists now
A rebuild this large is a talent problem before it's anything else. We're hiring against the best AI-native companies in the country for the same people, and at ~100x growth the cost of a mediocre hire - or a slow one - compounds fast. We don't have a recruiting function yet. You'll be it, then you'll build it.
This is not a coordination role. You're not scheduling other people's interviews or running a calendar. You're a closer and a function-builder: you find the candidate, you sell the bet, you close the offer, and then you build the system that lets the next ten hires happen without you in every loop. Execution and strategy - the same person doing both.
In 6-12 months you'll have filled critical roles yourself and stood up a repeatable recruiting machine that can absorb the next 10x. You'll also be thinking about the team we need 24 months out, not just today's open reqs.
What you'll do
  • Close candidates yourself. Source, screen, sell, and close across engineering, sales, and GTM. You own the funnel end to end.
  • Own technical recruiting. Understand the stack, know which competitors to pull from, and carry a real mental map of the talent landscape. Evaluate whether an engineer is actually good - don't just pass resumes through.
  • Build infrastructure for 10x. Repeatable sourcing strategies, structured interviews, calibrated scorecards that don't break when we triple headcount.
  • Expand into GTM and operations. Once technical recruiting runs cleanly, stand up pipelines for sales, marketing, and ops.
  • Partner with founders on hiring strategy. Work directly with founders - no committee, no approval chain. Push back when a spec doesn't make sense. Think 24 months ahead.
  • Build and lead a team. Hire and manage recruiters as we scale, and set the bar for performance and velocity.
Who you are
  • A closer with a technical background - years recruiting engineers, with offers to prove it.
  • You've scaled recruiting through rapid growth, not just done early-stage setup - you know the ebbs and flows from Series A through C and what breaks at each stage.
  • You've built systems, not just filled roles, and you think about what fails at 10x.
  • You have tenure and depth - 2-3 year in-house stints where you saw real scale, not a string of short stops.
  • You move at founder speed. You close great candidates this week, not next month.
  • You can sell the reality honestly - an intense, loud, collaborative, on-site trading-floor culture - to the people who want exactly that.
  • You're ready to own the function and build a team under you.

Requirements
  • 6-10 years in recruiting, including scaling through rapid growth (Series A-C).
  • 2+ years managing recruiting teams of 3+.
  • Technical recruiting background strongly preferred.
  • Demonstrated ability to source, sell, and close directly - not just manage others who do.
  • Experience building recruiting processes that survive 10x growth, and a deep understanding of technical roles and the talent landscape.
  • Based in San Francisco or willing to relocate.

Nice to have: companies that scaled from 30 to 200+ (not repeated Series A stints); recruiting for AI-native or technical sales orgs; employer brand and recruiting-content experience; building recruiting teams from scratch.
The reality
On-site in San Francisco, Monday-Friday. The hours are long and the learning curve is steep. You'll be selling that intensity to candidates, so you have to want it yourself - the people who thrive here wouldn't have it any other way. If your instinct is to own outcomes rather than manage a process, this is the seat.
Compensation & benefits
  • Salary: $150,000-$200,000 + performance bonuses & equity
  • Location: Monday-Frida, San Francisco, in-office
  • Benefits: Uber commuter benefits; breakfast, lunch, and dinner provided; snacks/drinks/coffee daily; free gym membership; health, dental, and vision insurance.

Process
  1. People screen - initial fit and alignment.
  2. Founder screen - skills and culture fit.
  3. Super day - see how you operate in real time.

To apply: if you've built recruiting infrastructure that scales and can close technical talent others can't reach - send your resume and tell us about the hardest role you ever closed.

Apply