Recruiter

Collections runs like an emergency room. You show up in crisis, get triaged by a stranger who doesn't know your history and leave with no follow-up. We're turning it into primary care for consumer finance. We started in the hardest, most broken stage, because if it works there it works anywhere. 70 million Americans fall behind on a debt every year. Most want to pay what they owe and can't find a way back. We've serviced over $20 billion in debt across more than 20 million consumers. We see more people with charged-off loans each year than all but the top five US banks. They rate us about 50% higher than the banks that lent them the money. Creditors net over 30% more with us because we collect more and charge less. Most AI strips the human out of the work. We use it to do the opposite. In someone's hardest financial moment we make the experience more human. The more human we make it, the more people recover. Now we're moving upstream, catching people before they default and building across every stage of the consumer credit lifecycle. The one in collections today is the one who gets approved tomorrow. ABOUT THE ROLE As a Recruiter at January, you run full-cycle searches across engineering, product, operations, and business. You own them end-to-end and sharpen the instinct to read good candidates across a range of roles. We treat recruiting as a science, not an art. You'll run structured searches, learn to read what a candidate actually wants and sell to it, and bring the same curiosity to making our process better. You'll get the coaching to grow into a more strategic partner over time. YOUR IMPACT - Run full-cycle searches. Own 4-6 concurrent searches from first outreach to offer close. Keep pipelines moving and hiring managers informed. - Source and identify candidates. Build pipelines through proactive sourcing: LinkedIn, boolean, referrals. Read past the credential, and tell strong from merely good. - Contribute to recruiting operations. Keep your ATS data clean. Follow the playbooks and flag breakdowns early. Surface what you notice about pipeline health to the team. - Partner with hiring managers. Run structured kickoffs, set expectations on process and timeline, keep hiring managers engaged. Learn to coach them toward better evaluation. - Hold a high bar. Evaluate rigorously and escalate concerns early. When you're unsure a candidate clears the bar, ask. Quality beats speed. WHAT YOU BRING TO THE TABLE - Curiosity as your core instrument. You ask the fewest, sharpest questions to understand what a candidate actually wants. Then sell to that, not to a script. And you want to know why the process works, not just that it does. - A growing eye for talent. You're learning to read past the credential, and you're curious about what makes a good candidate good. - Quality over speed. You'd rather escalate a doubt than wave a borderline candidate through. - Proactive sourcing. You build pipelines. You don't just work the inbound ones. - Follow-through across many searches. You run several at once without letting candidates or hiring managers go dark. - Comfort in ambiguity. You move in a fast environment without needing every step defined first. - 2-4 years of full-cycle recruiting in a startup, tech company, or staffing/agency environment. Technical recruiting exposure is a plus, not a requirement. HOW WE WORK - Decentralization beats control. The best calls get made by the people closest to them, not routed up a chain. You'll set the standards that let the team decide without you in the room. - Speed beats perfection. You run tight loops, act at 70% on reversible calls and adjust as you learn. Fast loops beat slow ones. - Candor beats comfort. You'd rather hear a hard truth early than a polite sidestep that wastes everyone's time. - Writing beats the average meeting. Clarity scales. - AI runs through everything here. We built our own code reviewer that beats the alternatives. Our voice AI handles most inbound calls with zero h…