Remote Talent Acquisition Specialist – Full‑Time Senior Recruiter for Remote Talent in Concord, California – $90k‑$120k | Greenhouse, LinkedIn Recruiter, Workday

TITLE:Remote Talent Acquisition Specialist – Full‑TimeSenior Recruiter forRemote Talent in Concord, California – $90k‑$120k | Greenhouse, LinkedIn Recruiter, Workday --- #### Who we are We’re a mid‑stage B2B SaaS business that grew out of a handful of engineers working out of a co‑working space in Concord, California. Over the last 24 months we went from $12 M ARR to $45 M ARR, and most of that growth comes from people who never set foot in a physical office. Our product team now spans more than 30 states, and we’ve built a culture that thrives on trust, transparency, and letting talent work where they’re most productive.The recruiting function is the newest pillar of that culture. When we launched our Remote‑First policy in early 2023 we realized that our existing hiring processes, which were still anchored to a single city office, were holding us back. That’s why theSeniorRemote Talent Acquisition role exists right now – we need a seasoned recruiter who can own the end‑to‑end pipeline for technology, operations, and go‑to‑market talent, all without ever needing to schedule a meeting in a physical conference room.#### Why this role matters today - Scale fast, stay selective. In the past six months we added 150 new engineers and 40 sales professionals, a 28 % increase in headcount. The hiring manager load jumped from an average of 12 open requisitions per manager to 22. - Quality over quantity. Our retention rate for remote hires in 2023 was 94 % after 12 months, but we still see a 4‑point gap in senior roles versus junior ones. - Data‑driven hiring. With Workday Talent Insights reporting a 15 % decline in time‑to‑fill for high‑growth roles, we need a recruiter who can translate those numbers into action.If you love turning raw data into hiring wins and enjoy storytelling with candidates, you’ll feel right at home. #### What you’ll do – day‑to‑day responsibilities | Core Area | Typical Activities | |-----------|--------------------| | Strategic sourcing | Build and maintain talent pools on LinkedIn Recruiter, GitHub, Stack Overflow, and niche communities (e.g., Women Who Code). Use Boolean strings and market maps to uncover passive candidates across the United States, with a focus on under‑represented regions like the mountain and plains states.| | Candidate experience | Own the end‑to‑end journey: initial outreach, interview coordination via Zoom, feedback loops, and offer negotiation. Ensure every touchpoint reflects our brand values of transparency and respect. | | Data & analytics | Track key metrics in Greenhouse (time‑to‑fill, source‑of‑hire, diversity ratio). Create weekly dashboards in Tableau and share insights with the People Ops leadership team. | | Collaboration with hiring managers | Meet virtually with hiring managers in Concord, California and beyond to understand role nuances, write compelling job briefs, and calibrate interview guides in Asana.| | Process improvement | Identify bottlenecks—e.g., interview scheduling delays on Slack or calendar conflicts in Google Workspace—and propose automation through Zapier or Workday integrations. | | Employer branding | Partner with the Marketing team to craft LinkedIn posts, employee‑spotlight videos, and Slack AMA sessions that showcase real stories from our remote workforce. | | Compliance & documentation | Ensure all candidate records in BambooHR and Workday meet GDPR and US state regulations, especially around remote work classifications.| You’ll report to the Head of Talent Acquisition and sit on the People Operations leadership council, meeting virtually every two weeks. #### Who you are – the ideal candidate -Experience: 5‑7 years of full‑cycle recruiting, preferably in a tech‑focused, remote‑first environment. Experience with high‑growth SaaS firms or similar scale‑ups is a strong plus. - Technical fluency: Comfortable navigating Greenhouse, Lever, or similar ATS; proficient with LinkedIn Recruiter and GitHub sourcing; skilled in Excel pivot tables and Tableau visualizations.- Metrics mindset: Ability to set, track, and influence KPIs such as time‑to‑fill (target #### Tools you’ll be using (our tech stack) 1. Greenhouse ATS – our primary applicant tracking system. 2. LinkedIn Recruiter – for deep sourcing and talent pool management. 3. Workday Talent – for analytics, onboarding, and compliance. 4. BambooHR – for employee records and onboarding workflows. 5. Zoom – video interviews and virtual coffee chats. 6. Google Workspace – Docs, Sheets (for reporting), Calendar (for scheduling). 7. Slack – real‑time communication with hiring managers and the recruiting squad. 8. Asana – project tracking of hiring campaigns and cross‑functional initiatives.9. Tableau – building dashboards that surface hiring trends and diversity metrics. 10. Excel – deep dive into raw data, building pivot tables for ad‑hoc analysis. 11. Zapier – automating repetitive tasks between ATS and calendar tools. 12. GitHub & Stack Overflow – sourcing tech talent within developer communities. ####The team you’ll joinOur People Operations group is a lean, 9‑person team spread across three time zones: Pacific, Central, and Eastern. Six of us are recruiters, two are people‑ops generalists, and one is a senior HR Business Partner.We’ve built a rhythm of daily stand‑ups on Slack, a weekly “Hiring Wins” celebration on Zoom, and a monthly “Remote Culture Roundup” where we share personal stories—from a manager who adopted a puppy while juggling a product launch, to a developer who completed a marathon while working from a cabin in the Rockies. Our headcount is now 450 employees, 78 % of whom are fully remote. The average tenure for remote hires is 2.9 years, well above the industry benchmark of 2.2 years. #### Success metrics (what we’ll measure) - Time‑to‑fill: Target ≤ 30 days for senior engineering roles, ≤ 45 days for senior sales.- Offer acceptance rate: ≥ 85 % across all levels. - Diversity hiring: Minimum 30 % of hires from under‑represented groups each quarter. - Hiring manager satisfaction: ≥ 4.5 / 5 in quarterly surveys (we currently sit at 4.3). - Candidate Net Promoter Score (cNPS): ≥ 70 % positive feedback on the interview experience. You’ll have a quarterly budget of $8,000 for sourcing tools, events, and candidate experience enhancements—think virtual coffee kits, custom swag for hires, or sponsoring niche community conferences.####Compensation, benefits & remote work set‑up - Base salary: $90,000 – $120,000, commensurate with experience and market data. - Variable component: Quarterly bonus up to 10 % of base, tied to the metrics above. - Equity: Stock options representing 0.12 % of the company’s post‑money pool, vested over four years with a one‑year cliff. - Healthcare: Full medical, dental, and vision coverage for you and your dependents. - Retirement: 401(k) with 4 % company match. - Learning & development: $2,000 annual stipend for courses, conferences, or certifications (e.g., LinkedIn Learning, SHRM‑CP).-Remote office stipend: $1,500 per year for ergonomic chairs, monitors, or co‑working space memberships. - Paid time off: 20 vacation days + 10 company holidays, plus unlimited sick days. Because we’re fully remote, you can work from anywhere within the United States, but we encourage occasional meet‑ups in Concord, California for team bonding and quarterly all‑hands. Travel expenses for those gatherings are covered. #### A human moment > “I’ll never forget the first time I hired a junior developer from a small town outside Concord, California.He joined us on a rainy Thursday, and by the end of his first sprint he had already fixed a critical bug that had been holding up our release. Seeing his excitement on Zoom reminded me why we do this work—people thrive when they’re trusted, no matter where they’re dialing in from.” – Maya Patel,Senior Engineering Manager #### If you’re excited to shape a remote‑first hiring engine and believe you can turn data into talent, send your resume, a brief cover letter, and a short (max 2 minute) video introducing yourself to [email protected] with the subject line “Remote Talent Acquisition – Concord, California”.In the video, tell us: 1. One sourcing tactic you swear by. 2. A moment when you improved a hiring metric. 3. Why remote work matters to you. We’ll review applications on a rolling basis and aim to schedule a first conversation within five business days of receipt. #### Closing note We’re not looking for a generic recruiter; we’re looking for a talent advocate who will champion our engineers, sales reps, and ops professionals as they build the next generation of our product from wherever they call home.If you’re ready to own the recruiting funnel, influence strategy, and see your hires make an impact from day one, we’d love to hear from you. --- * Our commitment to diversity, equity, and inclusion is genuine. All qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, or disability status.* Apply tot his job