Recruiter

About Corgi

At Corgi, we're building the first fully automated insurance carrier. Our goal is to rebuild the $1T+ insurance industry from the ground up using AI. We're not just building a company; we're building infrastructure for the next hundred years.

The Opportunity

As one of Corgi’s Recruiters, you’ll own full-cycle hiring across operations and engineering roles, partnering directly with founders and leaders.

What You’ll Do

• Lead end-to-end recruiting for critical hires (from sourcing through close) across GTM, Operations, Product, and Engineering.
• Drive top-of-funnel through inventive outbound, talent market insights, and internal tools (structured screenings, automated work samples, calibrated evaluation rubrics).
• Develop assessments that forecast job performance; track signal strength while minimizing noise.
• Guide hiring managers in structured interviews, leveling frameworks, and disciplined decision-making.
• Uphold speed and quality: enforce SLAs on response times, conduct same-day debriefs, and accelerate offers.
• Systematize the funnel: create dashboards to monitor conversion rates, time-per-stage, and source efficiency; lead weekly hiring reviews.
• Build employer brand through campaigns, referral networks, and events that draw standout operators and engineers.
• Manage closing: compensation modeling, equity education, offer-competition tactics, and a seamless candidate experience.

What You’ve Done

• 1–2+ years managing end-to-end recruiting in high-growth startups or leading tech companies; experience hiring across both technical and non-technical functions.
• Demonstrated success creating pipelines that convert, with strength in cold outreach and tapping unconventional talent sources.
• Skilled at setting up structured interview processes, designing work-sample evaluations, and running rubric-driven debriefs.
• Data-minded recruiter: you track funnel metrics and adjust strategy based on insights.
• Strong, persuasive communicator with the ability to influence senior leaders and close exceptional candidates.

What Will Set You Apart

• Experience recruiting for enterprise GTM at seed→growth stages and technical roles.
• You’ve used automation/LLMs in your recruiting workflow and can teach others.
• Large network to tap into.

How We Hire

1. Intro call → 2. Working session (sourcing + pitch) → 3. Full loop → 4. References & offer.

Compensation

• Comp: Competitive salary and bonus earning potential + meaningful equity (aligned with a venture-backed, rapidly scaling AI company).
• Based in our SF HQ