Corporate Recruiter
Job description
About the role
This contract position in the People department supports corporate functions by executing end-to-end recruiting for six months in San Francisco, with potential extension. The role accelerates Crusoe's mission to scale energy and intelligence by aligning talent capability with business needs.
People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes.
Key facts
What you'll do
Hiring managers receive a strategic talent partner who owns requisitions from search to offer, ensuring a high-quality candidate experience at every stage. Critical roles reach fill faster through proactive sourcing that develops pipelines for business operations, finance, accounting, and broader G&A hiring. Stakeholders stay informed as interview updates and timely offers close gaps, while intake forms clarify needs to streamline evaluation and decision-making.
Requirements
Four years of full-life-cycle recruiting across business operations, finance, accounting, and broader G&A functions demonstrates consistent execution. Sourcing leverages LinkedIn and similar tools to pursue passive candidates effectively within fast-paced, high-growth startup environments. Mutually acceptable offers emerge from salary and equity negotiation expertise, while hitting hiring goals such as five or more hires per month proves results. Clear written and verbal communication serves internal partners and candidates, and organizing details and deadlines guards protection of information. Recruiting metrics and market trends guide data-driven strategy, and ATS systems maintain detailed role records through disciplined documentation. Business needs across locations adapt through willingness to travel as required.
Nice to have
Experience recruiting in fast-paced, high-growth startup environments strengthens execution in this role. Skilled salary and equity negotiation helps secure mutually acceptable offers for corporate functions. Proven ability to consistently meet or exceed hiring goals, such as 5+ hires per month, drives successful outcomes. Excellent interpersonal and communication skills, both written and verbal, support partnership with stakeholders. Highly organized with strong attention to detail and time management skills ensures reliable delivery. Data-driven approach using recruiting metrics and market trends shapes effective hiring strategy. Experience maintaining detailed documentation in an ATS supports compliance and process clarity.
Skills & tools
Modern sourcing relies on tools such as LinkedIn and applicant tracking systems that support engagement. General recruiting in high-growth settings uses clear metrics and structured processes to guide decisions. Mastery of negotiation and pipeline development defines outcomes in competitive markets.
Practical notes
Workplace expectations require onsite presence in San Francisco, and travel may be necessary depending on hiring scope. Typical interview steps
People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.
Good to know
Recruiting in technology relies on applicant tracking systems that structure sourcing, screening, and offer management. High-growth environments use defined metrics and stage-gated processes to move candidates efficiently. Negotiation skills influence offer acceptance and retention within competitive talent markets. Organized workflows and documentation habits maintain continuity and protect sensitive candidate information.
Career growth
People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.