Sr. Business Recruiter

Campfire

Responsibilities

Run intake meetings with hiring managers to define the profile, must-haves, interview loop, and scorecards.
Source passive candidates through LinkedIn, referrals, communities, and targeted outreach; build pipelines ahead of need.
Screen candidates for both skill and fit, including technical aptitude for implementation and client-facing judgment for CS.
Coordinate interview loops and keep candidates and hiring teams informed at every stage.
Manage offers end to end: compensation benchmarking, negotiation, and closing.
Track funnel metrics (time to fill, pass-through rates, offer acceptance, source quality) and share them with hiring managers.
Deliver a candidate experience that reflects our brand, whether or not someone gets the job.
Help improve recruiting processes, job descriptions, and interview training as the team scales.

3–6 years of full-cycle recruiting experience, ideally at a B2B SaaS company or agency.
A track record hiring for customer-facing or go-to-market roles such as Customer Success, Implementation, Account Management, or Marketing.
Strong sourcing skills and comfort reaching out to passive candidates.
Ability to act as a trusted advisor to hiring managers, including pushing back on unrealistic requirements.
Hands-on experience with an ATS (Ashby, Greenhouse, Lever, or similar).
Clear, warm communication and excellent organization across multiple open roles.
Comfort with ambiguity in a fast-moving, scaling environment.

(e.g., accountants, controllers, FP&A), especially for candidates with CPA or audit backgrounds.
Experience building a recruiting function at an early-stage or high-growth startup.

Own full-cycle recruiting for Implementation Managers, Customer Success Managers, and Marketing roles, from intake to signed offer.

Previous hiring experience in

(e.g., product marketing, demand gen, content, brand).